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I acknowledge that I have read and understand the Lynn University Employee Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Employee Services Department. I understand that Lynn University is an "at will" employer and as such employment with Lynn University is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the University (except the President of the University) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states Lynn University's policies and practices in effect on the date of publication. I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with Lynn University for benefits or for any other purpose. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time. Please sign acknowledgment.
For security and confidentiality of records and/or data files, the University has a policy of administering and maintaining records in compliance with Payment Card Industry (PCI) standards. University employees hold positions of trust relative to maintaining the security and confidentiality of these records and must recognize the responsibility entrusted to them. Because conduct on or off the job may threaten the security and confidentiality of these records in any form, each employee of the University is expected to adhere to the following:
Violation of this policy will lead to a reprimand, suspension or dismissal consistent with the personnel policies of this institution. Additionally, judicial sanctions may be considered where appropriate.
I have read and will comply with Lynn University's Confidentiality Agreement, and will always work to safeguard the confidentiality of records and/or data files.
Lynn University is committed to maintaining a workplace that is free of drugs and alcohol. The University has a vital interest in maintaining safe and efficient working conditions for its employees. Substance abuse is incompatible with health, safety, efficiency, and success at the University. Employees who are under the influence of a drug or alcohol on the job compromise the University's interests, endanger their own health and safety and the health and safety of others, including other employees, students and visitors, and can cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, behavior that disrupts other employees, delays in the completion of jobs, inferior quality in products or service, and disruption of customer relations.
To further its interest in avoiding accidents, to promote and maintain safe and efficient working conditions for its employees, and to protect its business, property, equipment, and operations, the University has established this policy concerning the use of alcohol and drugs. As a condition of continued employment with the University, each employee must abide by this policy.
For purposes of this policy:
The prohibitions of this section apply whenever the interests of the University may be adversely affected, including any time the employee is:
The following acts are prohibited and subject an employee to termination:
Lynn University is determined to eliminate the use of illegal drugs, alcohol, and controlled substances at our work sites. The purpose of this program is to improve job safety on all projects. This program is designed solely for the benefit of our employees and students to provide reasonable safety on the job and protection from offending individuals. In addition, this program attempts to meet our responsibility to the student body.
Testing: Drugs and alcohol tests may be administered under the following conditions:
Employees who refuse to submit to drug and alcohol testing will be terminated.
If the University determines that an employee has violated this policy, the University may take appropriate corrective action and may impose discipline on offending employees. The appropriate discipline may depend on the particular facts but may include written or oral warnings, probation, and reassignment of responsibilities, suspension, or termination. Depending on a violation, Lynn University may terminate an employee even for a first offense.
Employees are required by this policy to notify their supervisor or Employee Services immediately of any arrest or conviction under a criminal drug statute for a violation occurring in or outside of the workplace, immediately after any such arrest or conviction. An employee who is convicted under a criminal drug statute for a violation occurring in the workplace or during any University-related activity or event will be deemed to have violated this policy. The University may take appropriate disciplinary action up to and including termination against the convicted employee within 30 days of notification.
The University recognizes that employees may, from time to time, be prescribed legal drugs that, when taken as prescribed or according to the manufacturer's instructions, may result in their impairment. Employees may not work while impaired by the use of legal drugs if the impairment might endanger the employee or someone else, pose a risk of significant damage to University property, or substantially interfere with the employee's job performance. If an employee is so impaired by the appropriate use of legal drugs, he or she may not report to work.
To accommodate the absence, the employee may use eligible sick leave or vacation time. The employee may also contact their supervisor to determine whether or not he or she qualifies for an unpaid leave of absence, such as family medical leave. Nothing in this policy is intended to diminish the University's commitment to employ and reasonably accommodate qualified disabled individuals. The University will reasonably accommodate qualified disabled employees who must take legal drugs because of their disability and who, because of their appropriate use of such drugs, cannot perform the essential functions of their positions adequately or safely.
Nothing in this policy is intended to prohibit the customary and ordinary purchase, sale, use, possession, or dispensation of over-the-counter drugs, so long as that activity does not violate any law or result in an employee being impaired by the use of such drugs in violation of this policy.
Disclosures made by employees to Employee Services concerning their use of legal drugs will normally be treated confidentially and will normally not be revealed to managers or supervisors unless there is an important work-related reason to do so in order to determine whether it is advisable for the employee to continue working. Disclosures made by employees to Employee Services concerning their participation in any drug or alcohol rehabilitation program will be treated confidentially to the extent feasible.
Employees who suspect they may have alcohol or drug problems, even in the early stages, are encouraged to seek diagnosis voluntarily and to follow through with the treatment as prescribed by qualified professionals. Employees who wish to voluntarily enter and participate in an approved alcohol or drug rehabilitation program are encouraged to contact Employee Services, who will determine whether the University can accommodate the employee by providing unpaid leave for the time necessary to complete participation in the program. No employee will have job security threatened by seeking assistance for substance abuse. The same consideration for referral and treatment afforded to other employees seeking treatment for non-drug/alcohol-related illnesses is extended to them. Employees should, however, be aware that participation in a rehabilitation program will not necessarily shield them from disciplinary action for a violation of this policy or any of other University policy.
The Employee Assistance Program may be available for drug counseling and rehabilitation. Contact Employee Services for information about this program.
As a condition of employment at Lynn University, employees must consent to submit to the testing for drugs and/or alcohol as shall be determined by the University for the purpose of determining the drug and/or alcohol content thereof. Refusal to test will result in immediate termination.
Entering the University's property constitutes consent to searches and inspections. If an individual is suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any time. Searches can be conducted of pockets and clothing, lockers, wallets, purses, briefcases and lunchboxes, desks and work stations and vehicles and equipment. An employee's refusal to consent to a search will result in immediate termination.
Lynn University prohibits the manufacture, distribution, dispensation, possession, or use of any illegal drug, unauthorized alcohol, or controlled substance while on University premises or during any Universityrelated activity. These activities constitute serious violations of University rules, jeopardize the University and can create situations that are unsafe or that substantially interfere with job performance. Employees in violation of this prohibition are subject to appropriate disciplinary action, up to and including termination.
Employees are required to notify the University of any arrest or conviction under a criminal drug statute for a violation occurring in or outside of the workplace, not later than five (5) days after any such arrest or conviction.
As a condition of employment at Lynn University, I agree that I will abide by the terms of this Statement.
I, the undersigned, hereby acknowledge that I have received and read Lynn University's Drug and Alcohol Free Workplace Policy. I have had an opportunity to have all aspects of this material fully explained. I also understand that I must abide by this Pol icy as a condition of my employment and/or continued employment, and any violation may result in disciplinary action up to and including termination.
I understand that submission to testing for the presence of drugs and alcohol is a condition of my employment and/or continued employment with Lynn University. I further understand that if:
I hereby consent to submit to the testing for drugs and/or alcohol as shall be determined by Lynn University in the selection process of applicants for employment and throughout my employment, for the purpose of determining the drug and/or alcohol content thereof.
I have carefully read the foregoing and fully understand its contents. I acknowledge that my signing of this consent and release form is a voluntary act on my part and that I have not been coerced into signing this document by anyone.
I hereby consent to testing for the presence of drugs and/or alcohol.
Lynn University is committed to a work, academic, and residential environment in which all individuals are treated with respect and dignity. Each individual has the right to work, study, and live in a professional, academic, and residential atmosphere that promotes equal employment and educational opportunities and prohibits discriminatory practices, including harassment. Therefore, Lynn University expects that all relationships among persons in the workplace, academic, and residential environment will be free of bias, prejudice, and harassment.
This policy applies to all employees, students, and independent contractors, vendors, and others doing business with Lynn University. Furthermore, it prohibits unlawful discrimination in any form, including verbal, physical, and visual harassment. It also prohibits retaliation of any kind against individuals who file valid complaints or who assist in a Lynn University investigation.
Lynn University takes positive action to insure that students and employees are treated in compliance with applicable laws and regulations governing non-discrimination on the basis of race, color, religion, sex, sexual orientation, age, national origin, ancestry, citizenship, disability, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other legally protected characteristic in accordance with federal and Florida State law. It is therefore a violation of University policy to discriminate in the provision of educational or employment opportunities, benefits, programs, activities, or privileges; to create discriminatory work or academic conditions; or to use discriminatory evaluative standards in employment or educational settings if the basis of that discriminatory treatment is, in whole or part, the person's race, color, religion, sex, sexual orientation, age, national origin, ancestry, citizenship, disability, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other protected characteristic as established by law.
It is the University's policy to prohibit discriminatory harassment of a non-sexual nature, which includes verbal, physical, or graphic conduct that denigrates or shows hostility or aversion toward an individual or group on the basis of race, color, religion, sex, sexual orientation, age, national origin, ancestry, citizenship, disability, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other protected characteristic as established by law and that:
Prohibited behavior may, for example, include conduct or material (physical, oral, written, or graphic, including e-mail messages posted or circulated in the community) involving epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation of written or graphic material (including through electronic means) that denigrates or shows hostility or aversion toward an individual or group.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when any of the above contacts or communications is not mutually agreeable to both parties and any of the following conditions apply:
Sexual harassment does not refer to occasional compliments or conduct of a socially acceptable nature. Nor does it refer to the use of materials or discussion related to sex and/or gender for scholarly purposes appropriate to the academic context. Rather, it refers to any remarks or actions of a sexual nature that are not welcome and are likely to be viewed as personally offensive.
Sex-Based Harassment - that is, harassment not involving sexual activity or language (e.g., male manager yells only at female employees and not males) - may also constitute discrimination if it is severe or pervasive and directed at employees because of their sex.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, sexual orientation, age, national origin, ancestry, citizenship, disability, pregnancy, genetic disposition, veteran or military status, marital status, familial status, or any other characteristic protected by law or any other protected characteristic as established by law or that of his/her relatives, friends or associates, and that:
Lynn University strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender's identity or position. Individuals who believe they have experienced conduct that they believe is contrary to Lynn University's policy or who have concerns about such matters should file their complaints within 60 days of the event to the appropriate official at the University as set forth below:
Upon receipt of the complaint, the individual listed above will immediately forward the complaint to the University's Title IX Officer with a copy to the Office of General Counsel. Please note that if the designated administrator listed in paragraphs (1) through (3) above is the subject of the discrimination or harassment allegations, or the complainant is otherwise uncomfortable approaching the designated administrator, the complainant should direct the complaint to the University's Title IX Officer (see paragraph 126.96.36.199 for informationregarding the Title IX Officer). In the event the complaint involves the Title IX Officer, the complaint should be directed to the Vice President for Business and Finance.
Individuals who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this complaint procedure. Failure to fulfill this obligation could affect the individuals' rights in pursuing legal action. Also, please note, federal, state and local discrimination laws establish specific time frames for initiating a legal proceeding pursuant to those laws.
Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of discrimination and harassment. Therefore, Lynn University strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Lynn University will make every effort to stop alleged harassment before it becomes severe or pervasive, but can only do so with the cooperation of its employees and students.
The availability of this complaint procedure does not preclude individuals who believe they are being subjected to harassing conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued.
The Title IX Officer (or designee) will promptly conduct a preliminary investigation over the next 20 calendar days. The purpose of the investigation is to establish whether there is a reasonable basis for believing that the alleged violation has occurred. The Title IX Officer (or designee) shall promptly provide the person against whom the complaint is made with a copy of the formal complaint and shall notify the appropriate University officer or supervisor of the nature of the complaint and of the identity of the parties. In conducting the investigation, the Title IX Officer (or designee) may interview the complainant, the person against whom the complaint is made, and any other persons believed to have relevant factual knowledge. At all times, the investigator shall make a demonstrated and documented effort to maintain confidentiality. The parties and any notified University officer or supervisor shall maintain strict confidentiality as well.
If the investigation reveals that there is insufficient evidence to support the allegation, the complaint will be dismissed.
If, however, the Title IX Officer (or designee) determines that there is sufficient evidence to support the allegation, the Title IX Officer shall proceed as follows:
Appeals: If either the complainant or the accused party disagrees with the resolution or sanction, an appeal may be made to the University's General Counsel within 15 working days of receipt of the written report. The University's General Counsel shall review all such appeals and has discretion to further investigate the matter. The University's General Counsel shall issue a decision within 15 working days of receiving the appeal.
The Equal Employment Opportunity Commission ("EEOC") may also investigate and process complaints of sexual and other unlawful discriminatory harassment. In addition, any person who is dissatisfied with the University's internal procedures utilized for handling complaints, or who is dissatisfied with the result of the investigation or the sanctions imposed, may seek redress through the EEOC, to the extent allowed by law. In the event that a complaint is filed with an external agency or court, the University reserves the right to determine, in its discretion, whether the University's internal complaint resolution procedure should be discontinued or continued separately.
Investigations under this policy shall be conducted in a manner that will protect, to the extent possible, the confidentiality of all parties. Lynn University, however, cannot guarantee complete confidentiality where it would conflict with the University's obligation to investigate meaningfully and, where warranted, take disciplinary action.
Retaliation against anyone who files a complaint, serves as a witness, or otherwise participates in the enforcement of this policy is strictly prohibited. Initiating a complaint of harassment or discrimination will not affect a complainant's employment, compensation or work assignments or, in the case of students, grades, class selection, or any other matter pertaining to student status. Distinguishing between harassing or discriminatory conduct and conduct that is purely personal or social without a harassing or discriminatory work oreducational effect requires a determination based on all of the facts pertaining to the situation.
False accusations of harassment or discrimination can seriously injure innocent people. It is a violation of this policy, therefore, for anyone knowingly to make false accusations of harassment and discrimination. If, during the conducting of the investigation, it is determined that the evidence demonstrates the accusation was made falsely, appropriate disciplinary action will be instituted by the University. A determination that a complaint is not meritorious, however, is not necessarily equivalent to a false allegation. A finding for the accused does not constitute a finding the complaint was in bad faith.
Finally, these policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business, work-related, student or residential life social activities or discussions in order to avoid allegations of harassment. The law and the policies of Lynn University prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment or admission as a student. The prohibitions against harassment, discrimination and retaliation are intended to complement and further these policies, not to form the basis of an exception to them.
The Director of Employee Services has been designated as Lynn University's Title IX Officer and is charged with the primary responsibility for coordinating the University's Title IX compliance efforts. Pursuant to Title IX, no person in the United States shall, on the basis of sex, be excluded from participation in, or denied the benefits of or be subject to discrimination under any educational program or activity receiving federal aid.
The Title IX Officer oversees monitoring of University policy in relation to Title IX law developments; implementation of complaint procedures, including notification, investigation and disposition of complaints; provision of educational materials and training for the campus community; conducting and/or coordinating investigations of complaints received pursuant to Title IX; ensuring a fair and neutral process for all parties; and monitoring all other aspects of the University's Title IX compliance. In addition, the Title IX Officer will prepare annual statistical reports for the campus community on the incidence of sexual harassment. No information that identifies individuals will be reported in the annual statistical reports.
I acknowledge that I have received and read a copy of Lynn University's Discrimination and Harassment Policy. I agree to read it thoroughly and abide by the policy requirements. I agree that if there is any provision of the policy that I do not understand, I will seek clarification from Employee Services.
Please sign below.
Below please find computing and information resources policies that apply to all employee users of Lynn University's computing and IT resources. In addition to these policies, the University has developed policies that apply to all users of the University's computing and IT resources. These policies are set forth in Volume II, Subsection 2.4 of the Lynn University Policy Manual and should be carefully reviewed by all employees. Should you have questions about any University computing and information resources policies, please do not hesitate to contact the Lynn University Information Technology Department.
The computer hardware, software, electronic mail, voice mail and other computer or electronic communication or data storage systems (" Computing and Information Technology Resources") are the property of Lynn University. Every Lynn University employee is responsible for using the University's computing and information resources properly and in accordance with this policy. Any questions about this Policy should be addressed to Employee Services. The University's computing and information resources have been provided by Lynn University for use in conducting University business (with the exception of the limited circumstances described below). All communications and information transmitted by, received from, or stored in these systems are University records and property of Lynn University. While the University's computing and information resources are to be used for University purposes only, an incidental, limited use for personal purposes is allowed so long as it does not directly or indirectly relate to solicitation. Use of the University's computing and information resources for solicitation or proselytizing for commercial ventures, religious or political causes, outside organizations, or other non-job-related solicitations or proselytizing is prohibited.
Employees have no right of personal privacy in any matter stored in, created, deleted, received, or sent over University's Computing and Information Technology Resources. The University has the right, but not the duty to monitor any and all aspects of its Computing and Information Technology Resources for any reason and without the permission of any employee. Employee use of the University's computing and Information Technology Resources constitutes consent to all the terms and conditions of this Policy.
Lynn University's policies against discrimination and harassment, sexual or otherwise, apply fully to the University's computing and information resources, and any violation of those policies is grounds for discipline up to and including termination. Violation of those policies is grounds for discipline up to andincluding termination and criminal prosecution. Therefore, no electronic communication should be created, sent, or received if they contain intimidating, hostile, or offensive material concerning race, color, religion, sex, sexual orientation, sexual identity, gender, gender expression, or gender identity, age, national origin, ancestry, citizenship, disability, gender related status, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other legally protected characteristic in accordance with federal and Florida State law. Similarly, material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or otherwise unlawful, inappropriate, offensive (including offensive material concerning race, color, religion, sex, sexual orientation, sexual identity, gender, gender expression, or gender identity, age, national origin, ancestry, citizenship, disability, gender related status, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other legally protected characteristic in accordance with federal and Florida State law) may not be downloaded from the Internet or displayed or stored in the University's computers. Employees encountering or receiving this kind of material should immediately report the incident to their supervisor.
Other examples of inappropriate use of the University's computing and information resources include but are not limited to:
All users connecting to the Lynn University network via remote access, utilizing any of the approved methods must comply and follow all Information Technology policies. Remote access to the University network must be used and given the same consideration as the user's onsite.
Configuration of a home user's computer for the purpose of split-tunneling (allowing access to another network at the same time) is not permitted.
Any software program deemed essential to business process but not currently on the Approved Software List shall be reviewed for approval by the Change Management Committee and installed by the IT Department once approved. The downloading of any non-approved software is strictly prohibited.
The University provides access to telephones to all employees. The University telephone system is available to conduct University business. Abuse of the University telephone system, including but not limited to charging personal long distance calls to the University, conducting business related to outside employment or business ownership, making or receiving excessive personal calls, and disclosing confidential information over the phone may result in disciplinary action, including termination.
As a general rule, employees are discouraged from making or receiving personal telephone calls through the University's telephone system. The University recognizes that under certain circumstances, an employee will need to make or receive a telephone call of a personal nature from a business phone. Those calls must be held to a minimum in both time and number. When an employee lives outside the immediate area and a personal call results in a charge being assessed to the department, established procedures should be followed to reimburse the University for the cost of the call(s).
This policy applies to all University users utilizing any of the multifunction printers, network printers and non-network printers provided by the University.
All non-network, network and multifunction printers must be installed and configured by the IT Department. The use of local or personal printers is discouraged and will need to receive approval from the IT Department before purchasing of such equipment.
Lynn University's internal network is connected to the Internet. Each user with computer access to the University's internal network has the ability to access the Internet, including use of electronic mail and the World Wide Web. While the Internet is a great resource for the University, it is the responsibility of each employee to use this resource responsibly and respectfully. It is assumed that the predominant use of these resources will be for official work use, and that any personal use of electronic mail or the World Wide Web will be limited. If an employee is found spending excessive time on personal use of these resources, this privilege may be revoked for that employee and disciplinary action, up to and including termination, may be taken. Use is defined as "excessive" if it interferes with normal job functions, responsiveness, or the ability to perform daily job activities.
Management approval is required before anyone can post any information on commercial on-line systems or the Internet on behalf of Lynn University. Any approved material that is posted should contain all proper copyright and trademark notices. Absent prior approval from Lynn University to act as an official representative of Lynn University, employees posting any information about Lynn University, Lynn University employees, or students must include a disclaimer in that information stating, "Views expressed by the author do not necessarily represent those of Lynn University."
Users should routinely delete outdated or otherwise unnecessary e-mails, voice mails, and computer files. These deletions will help keep the system running smoothly and effectively, as well as minimize maintenance costs.
Employees are expected to comply with the standards established by Lynn University regarding the protection of data held on their computers, as well as the types and contents of information that may be originated, stored, or sent on their systems.
Any employee who discovers misuse of any of the University's computing and information resources should immediately contact their supervisor or the Director of Employee Services.
Violations of Lynn University's computing and information resources policies may result in disciplinary action up to and including termination.
Lynn University reserves the right to modify this policy at any time, with or without notice.
Employees are required to sign the University's Computing and Information Resources Policy Acknowledgment Form as a condition of employment. The form is to be signed on acceptance of an employment offer by Lynn University.
The IT Department conducts these steps in the removal and destruction of all University owned computers, server and other devices which contain a hard drive. All IT staff will apply the following care and exercise reasonable actions in the disposal of all University owned hardware.
Lynn University recognizes the importance of a safe and secure environment for all persons on University premises. Accordingly, the possession and/or use of weapons or other instruments that can be used as weapons are strictly prohibited on University premises, including University parking lots, or at any other location while engaged in University business regardless of whether the person is licensed to carry a weapon or not. This policy applies to all University employees, students, visitors, customers, and contractors on University property, regardless of whether they are licensed to carry a concealed weapon or not. The only exceptions to this policy are security guards or other persons who have been given written consent by the University to carry a weapon on the property and police officers. This policy also prohibits weapons at any University-sponsored function.
For the purposes of this policy, weapons or dangerous instruments are broadly defined to include, but are not limited to: rifles, shotguns, machine guns, semiautomatic rifles, B.B. guns, dart guns, pellet guns, and other firearms; stilettos, razors and other knives capable of inflicting harm. For the purposes of this policy, a firearm is broadly defined as a weapon capable of firing a projectile and using an explosive charge as a propellant. Individuals with questions about whether an item is covered by this policy, have the responsibility to contact Campus Safety and Security.
For purposes of this policy, "University property" includes, without limitation, all University owned or leased buildings, and surrounding areas such as sidewalks, walkways, driveways, and parking lots under the University's ownership or control. University-owned or leased vehicles are covered by this policy at all times regardless of whether they are on University property at the time.
Violators of the University's Weapons policy are subject to immediate corrective discipline, including termination or expulsion as applicable.
To further enhance the University's prohibition on Weapons Policy, from time to time, University may conduct internal investigations pertaining to security. Accordingly, whenever necessary, in the University's discretion, and without prior notice, the University may search all persons entering University property and vehicles on University property (including but not limited to clothing, packages, containers, briefcases, purses, lockers, desks and filing cabinets) for the purpose of determining whether any weapon has been brought onto said premises or property in violation of this policy. Therefore, the employee should have no expectation of privacy. Employees are required to cooperate fully. Any employee failing or refusing to promptly permit a search under this policy will be subject to appropriate disciplinary action, up to, and including, termination of employment.
I acknowledge that I have received a copy of Lynn University's Weapons Policy. I agree to read it thoroughly and agree that if there is any provision in the policy I do not understand, I will seek clarification from Employee Services.
I agree not to bring any weapons into the workplace nor knowingly invite any persons onto University property who are in possession of any weapon.
I understand that if I am found to be in violation of Weapons Policy, I will be subject to disciplinary action up to and including termination.
The student work-study positions support the Lynn University administrative function. These positions will have occasion to access individual student information from various records and data files.
For security and confidentiality of records and/or data files, the University has a policy of administering and maintaining student records in compliance with the Family Educational Rights and Privacy Act of l974, as amended. As an employee, each student holds a position of trust relative to maintaining the security and confidentiality of these records and must recognize the responsibility entrusted to them. Because conduct on or off the job may threaten the security and confidentiality of these records in any form, each employee is expected to adhere to the following:
The student worker understands that failure to abide by the above contract is grounds for immediate dismissal from the work position, and may further subject the student to disciplinary action.
I have read and will comply with the Lynn University Confidentiality Contract and confidentiality of records and/or data files.