Policies and Laws
M.G.L. Chapter 55, The Campaign Finance Law, regulates political activity by public employees and the use of public buildings and resources in campaigns. Public employees who take part in political campaigns and the candidates and committees they support should be aware of these sections of the law.
- Campaign Finance Guide: Public Employees, Public Resources, and Political Activity
- Brief Fact Sheet Summarizing the Campaign Finance Guide
For more information please go to Office of Campaign and Political Finance.
Please visit the Campus Police website for more information.
Pursuant to Massachusetts law, specifically “An Act Relative to Domestic Violence” (the “Act”), the University provides up to fifteen (15) days of job-protected leave, each calendar year, to employees who are victims of domestic violence.
Framingham State University's Equal Opportunity Diversity and Affirmative Action Plan provides information about the University's commitment to maintain and promote a policy of non-discrimination on the basis of a protected class.
The University is committed to providing equal access to educational, co-curricular and employment opportunities at the college for all applicants, students, and employees regardless of race, color, creed, religion, national origin, ancestry, gender, sexual orientation, criminal record (employment application only), participation in discrimination complaint related procedures, gender identity, genetic information, marital status, age, disability, active military, or veteran status in compliance with all applicable laws, regulations and policies. All benefits, privileges, and opportunities offered by the University are available to students, employees, and other persons having dealings with the institution on a non-discriminatory basis within the framework of applicable laws, rules, regulations, and collective bargaining agreements.
The Plan includes but is not limited to:
- Policy Statement of Non-Discrimination and Diversity
- Policy Against Discrimination, Discriminatory Harassment and Retaliation
- Sexual Violence Policy
- Policies for Reasonable Accommodations for Persons with Disabilities
- Mandatory Child Abuse Reporting Policy
- Complaint Investigation and Resolution Procedures
If you have any questions regarding your obligations to report a violation of the plan, to seek assistance, or to request an accommodation please contact Kim Dexter, Director of Equal Opportunity, Title IX, and ADA Compliance at 508-215-5859 or Adriana Robles, Human Resources Specialist, at 508-626-4860.
Employees who have worked for the University for at least 12 months, and who have worked at least 1250 hours during the previous twelve month period, may be eligible for Family and Medical Leave (FMLA). Please see information about the employees' rights and responsibilities under the FMLA below.
» FMLA Workplace Poster
» FMLA Employee Guide
» FMLA Military Guide
Employees should also refer to their respective collective bargaining agreements for information regarding other paid and unpaid leave options.
If you you would like to request Family and Medical Leave, or would like assistance in determining your leave options, please contact the Office of Human Resources at 508-626-4860.
Framingham State University is committed to the stewardship of its resources. University management is responsible for maintaining a work environment that promotes ethical and honest behavior for establishing and implementing policies and procedures to prevent and detect irregularities including fraud, waste and abuse. Employees, at all levels, should be aware of the risks and exposures inherent in their areas of responsibility and should incorporate into their business practices these policies and procedures that safeguard the resources entrusted with them.
Framingham State University’s computing and electronic communication resources are the property of the University and are made available to authorized users for teaching, learning, research, administration, public service and other approved purposes. Protecting and preserving the University’s computing and electronic resources is a cooperative effort that requires each member of the University community to act responsibly and guard against abuses. This policy is established in an effort to help users understand what is required of them in exchange for the privilege of access to these resources. It sets guidelines regarding the issues of privacy and respect for property, ownership of data, system security, and responsible use in ways that are ethical and that demonstrate academic integrity and respect for others who share these shared resources.
This policy is designed to protect the safety of minors on campus, regardless of the reason for their presence on campus. All employees of Framingham State University including faculty, staff, contract employees, student employees (if those student employees are working directly with minors), and third party organizations or groups that are hosting minors on the Framingham State University campus, including its buildings, facilities and athletic fields, must adhere to this policy.
Framingham State University endeavors to provide a safe, non-threatening and healthy working environment for all employees. It is therefore requested that University faculty and staff respect their co-workers and their place of employment by not bringing their pets to work.
An exception to this policy is animals that serve as guides or aides to their owners.
Thank you for your cooperation.
Massachusetts law requires that the University provide employees, annually and upon hire, with a copy of our current sexual harassment prevention policy.
The University's Sexual Violence Policy (Including Sexual Harassment, Gender-Based Harassment, Domestic Violence, Dating Violence and Stalking) can be found in Section V of the Equal Opportunity, Diversity and Affirmation Action Plan.
If you have any questions about the policy, to report violations of the policy, or to file a complaint, please contact Kim Dexter, Director of Equal Opportunity, Title IX, and ADA Compliance at 508-215-5859 or Adriana Robles, Human Resources Specialist at 508-626-4860.
Employees are entitled to unpaid leaves of absence for an aggregate period of up to 24 hours annually for the purpose of participating in a child's school activities, accompanying a child to routine dental or medical appointments and accompanying an elderly relative both to such appointments and to appointments with others when related to the elderly relative's care. The requirements governing eligibility for such leaves are the same as those governing eligibility for leaves under the federal Family and Medical Leave Act. In other respects the leaves are governed by the provisions of chapter 149, §52D, of the Massachusetts General Laws.
Summary of Conflict of Interest Law - The Conflict of Interest Law applies to every person who serves the University on a full-time, part-time or intermittent basis, however appointed, and whether paid or unpaid. Employees must send the Office of Human Resources an acknowledgement of receipt of this summary.
Mandatory Online Training - Every employee, whether paid or unpaid, of the University must complete the online training program that is posted on the State Ethics Commission's website. Every employee must then provide to the Office of Human Resources a certificate of completion of the training. This certificate is generated at the end of the online program. New employees must complete the training within 30 days following the commencement of employment.
Employees will receive additional information about how to log in and complete these requirements when they are hired/ rehired, please contact the Office of Human Resources at ext. 4530 or visit the State Ethics Commission website if you have any questions.
The personal use of tobacco products is not permitted on the campus of Framingham State University.
Framingham State University encourages all faculty, staff, contractors, students, and volunteers, acting in good faith to report suspected or actual wrongful conduct. The University is committed to protecting individuals from interference with making a protected disclosure and from retaliation for having made a protected disclosure or for having refused an illegal order as defined in this policy.
- Fair Employment Law
- Massachusetts Wage and Hour Law (English)
- Industrial Accident
- Massachusetts Parental Leave (formerly MMLA)
- Unemployment Insurance Coverage
- Massachusetts Public Records Law
- Earned Sick Time Poster
- American Recovery and Reinvestment Act (ARRA)
- Equal Employment Opportunity
- Employee Rights Under the Fair Labor Standards Act
- Employee Rights Under USERRA