Furman University
PA-12: Employee Rights
| Status | Score | Responsible Party |
|---|---|---|
|
2.25 / 3.00 |
12.1 Number of weeks of paid maternity leave
Narrative and/or website URL providing an overview of the maternity leave options available to employees:
https://www.furman.edu/offices-services/human-resources/benefits/time-off-and-leave/
Permitted Use of Parental PTO. Eligible Staff will be granted six weeks of Parental PTO for the birth of a child or the adoption or foster care placement of a child under 16 years of age.
Parental PTO, Staff who have been employed by the University for at least one year (12 consecutive months) immediately preceding the birth of a child or the adoption or foster care placement of a child under 16 years of age in positions that are regularly scheduled to work a minimum of 30 hours per week for at least 39 weeks per year.
The Reporting Tool will automatically calculate the following figure:
12.2 Percentage of employees eligible for paid all-gender family/medical leave
Narrative and/or website URL providing an overview of the institution’s eligibility criteria for paid family/medical leave:
Regular, full-time employees who have completed their probationary period and part-time employees who have been employed for twelve (12) months and worked at least twelve hundred fifty (1250) hours in the past twelve (12) consecutive months are eligible for leaves of absence.
The Reporting Tool will automatically calculate the following figure:
12.3 Published measures to protect employee rights
Does the institution publish information on grievance resolution in a format that is accessible to all employees?:
Does the institution publish information on whistleblower protections in a format that is accessible to all employees?:
Does the institution publish information on freedom of association in a format that is accessible to all employees?:
Narrative and/or website URL providing an overview of the institution’s published measures to protect employee rights:
A. Anti-harassment
Yes, https://www.furman.edu/offices-services/human-resources/policies/harassment/
B. Grievance resolution
“Every employee of Furman University has the right to present a grievance or appeal, free from interference, restraint, coercion, discrimination or reprisal, when the employee feels he or she has been subjected to unfair, discriminatory, derogatory, or abusive treatment.”
https://policies.furman.edu/view.php?policy=477 and https://catalog.furman.edu/content.php?catoid=24&navoid=1355
C. Whistleblower protections
“The University is committed to the highest possible standards of ethical, moral, and legal business conduct and to maintaining an environment in which Employees can report Misconduct without fear of retaliation. In connection with this commitment to integrity and open communication, this Policy aims (1) to provide a means by which Employees may raise concerns regarding unethical conduct, violations of the University’s policies, or illegal practices (including but not limited to questionable accounting or the reporting of fraudulent financial information), (2) to facilitate cooperation in any official inquiry or investigation by any court, agency, or other law enforcement or governmental body, and (3) to reassure Employees that they will be protected from harassment, discrimination, reprisals, or victimization for reporting such concerns.”
https://catalog.furman.edu/content.php?catoid=13&navoid=604#whistleblower
D. SC is a right to work state; The right to work of a person in South Carolina cannot be denied, interfered with, or abridged because the person belongs – or does not belong – to a labor union. https://www.furman.edu/offices-services/human-resources/wp-content/uploads/sites/63/2022/03/SC-LLR_Work-Place-Poster.pdf
The Reporting Tool will automatically calculate the following figure:
Optional documentation
Additional documentation for this credit:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.