Safety Health and Security

Fire and Tornado Procedures

In compliance with regulations, a color-coded evacuation procedure map is posted on each floor at the elevator doors in both Donnelly buildings. The map shows fire exits and tornado shelter areas. Employees are responsible for following the directions posted.

Periodic drills are conducted and monitored during the year. 

Active Shooter Emergency Response

Call 911 as soon as it is safe to do so.

1. Provide as much information as possible: 
a. Number of shooters
b. Location of shooters
c. Physical description of shooters
d. Number of victims and potential victims
e. Types of weapons held by shooters 

2. Evacuate the Area - If you can safely leave the area, do so 
a. Have an escape route and plan in mind. 
b. Leave your belongings behind. 
c. Keep your hands visible 

3. Hide – If you are unable to leave the area, hide. 
a. Hide in an area out of the shooter's view. Give critical priority to areas you can best secure. 
b. Block entry to your hiding place. 
c. Lock the doors, if possible  
d. Move objects in front of doors, if possible 
e. Silence cell phones 
f. Remain in place until released by law enforcement officer

4. Take Action – If unable to leave the area or hide, take action only as a last resort. 
a. Attempt to incapacitate the shooter 
b. Act with physical aggression 
c. Look for items to throw at the shooter or to use in an attack. 

* When law enforcement arrives, their first priority will be to contain the shooter, not helping victims. Do not stop officers to ask for help or directions when evacuating. 

5. Evacuate the premises as quickly as it is safe to do so. 
• Remain calm and quiet. 
• Follow instructions. 
• Keep your hands visible at all times.

Policy for the Prevention of Drug and Alcohol Abuse

In 1989 the United States Congress passed the Drug-Free Schools and Communities Act as amendments to the 1965 Higher Education Act. The legislation, which was signed into law in December of 1989, requires institutions that receive federal funds to implement a program to prevent the illicit use of drugs and the abuse of alcohol by students and employees. 
 
Donnelly is committed to the maintenance of a drug-free environment and workplace for students and employees. To provide a drug-free campus for the benefit of students and employees, the College adopts the following policy statement with reference to employees and students at the college. 
 
1. Donnelly College supports and endorses the 1989 Drug-Free Schools and Communities Act. The college is committed to a program to prevent the abuse of alcohol and the illegal use of drugs on the campus. The college prohibits the unlawful possession, use, manufacture or distribution of drugs, or alcohol by students and employees on its campus, or as part of any college program or activity. 
2. Employees of the college who are found to be abusing alcohol or using, possessing, manufacturing, or distributing a controlled substance in violation of the law on college property or as a part of college events shall be subject to disciplinary sanction. 
3. Illegal possession or use of drugs or alcohol may subject individuals to criminal prosecution under the provision of Kansas and Federal laws as applicable. Internal investigations regarding violation of any laws will immediately be turned over to the appropriate local/state/federal authorities and Donnelly College will actively cooperate with and help with the full prosecution of such violations as permitted by law. 

As a condition of employment, all employees must understand that the College prohibits unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance in the workplace. 
 
Employees also agree to notify the College within five days of any non-driving legal conviction including the conviction of a controlled substance offense. Employees convicted of certain misdemeanors, crimes or controlled substance offenses may be required to participate in a drug abuse assistance or rehabilitation program and/or be subject to appropriate personnel actions up to and including termination. 
 
An employee who violates this policy is subject to sanctions including suspension, non-renewal of contract, and/or termination of employment. 

No Smoking Policy

All Donnelly College buildings have been declared smoke-free. Smoking is prohibited in all college-owned buildings, vehicles, and on all grounds of the College campus. 

Title IX - Employee Prohibited Sexual Harassment

As part of the new hire on-boarding process, you are required to promptly read, sign and date the ACKNOWLEDGEMENT OF DONNELLY COLLEGE’S ANTI-HARASSMENT POLICY FORM, at the end of this document. Please submit the signed document to Human Resources to be placed in your personnel file. During your employment with Donnelly College, you may be required, from time to time, to read, sign and date the same or a similar acknowledgment form, at the request of the Human Resources office. 

To access the full Donnelly College Title IX Policy click this LINK for download Complete Title IX Policy

 

Safe Environment for Minors and Vulnerable adults

VIRTUS CERTIFICATION
VIRTUS® is a program through the Kansas City, Kansas Archdiocese, that provides required training on best practices to control risk of any harm or harassment to minors and/or vulnerable adults. Certification is obtained by attending a classroom course at the beginning of employment. Training must be completed within 60 days of your hire date to meet the conditions of employment.  Contact Human Resources with any questions.

SAFE ENVIRONMENT POLICY
Please search the Website for this Policy.   

https://www.donnelly.edu/staff - Scroll down and click on College Policies

Workplace Violence Policy

Donnelly College maintains a policy of zero tolerance for violence. If you engage in any violence in the workplace, or threaten violence in the workplace, your employment will be subject to appropriate disciplinary action, up to and including termination. No verbal or written communication of violence or jokes about violence will be tolerated. 
 
Violence includes but is not limited to, physically harming others, shoving, pushing, harassing, intimidating, coercing, brandishing weapons, and threatening to or communication of engaging in any of those activities. 

WEAPONS FREE CAMPUS 
To ensure that Donnelly College maintains a safe environment, free of violence for all students and employees, the College prohibits the possession or use of weapons on college property. A license to carry the weapon does not supersede the College policy. 

“College property” is defined as all college-owned or leased buildings or vehicles under the College’s control. Weapons include, but are not limited to, firearms (concealed and open carry), explosives, knives, pellet or BB guns, Tasers, stun guns, wooden or metal batons, bows and arrows, and other weapons that might be considered dangerous or that could cause harm. Legal weapons must be kept locked in one’s own vehicle while on college property, and the owner assumes responsibility for such personal property. 

Donnelly College reserves the right at any time to contact law enforcement authorities if there are reasonable grounds to believe that a student, employee, or visitor has a weapon on college property. While on duty on college property, police officers and other law enforcement personnel are authorized to carry weapons.

Work Related Injuries or IIlness and Workers Compensation

Employees who sustain work-related injuries or illness must inform their supervisor and the Human Resources Director of the injury or illness after any emergency treatment is administered. The employee will be asked to report the injury or illness to the Church Mutual Worker’s Compensation Claim number as soon as possible, available through the Human Resource Director. No matter how minor an on-the-job injury or work-related illness may appear, it is important that it be reported as soon as possible. It is the responsibility of the employee’s manager to report or follow-up on a work-related injury or illness with the Human Resources Coordinator in a timely and efficient manner to ensure that HR (Human Resources) has been informed.

Human Resources email hr@donnelly.edu

Return of Company Property

Employees are responsible for all Donnelly College property, materials and/or written information issued to them or in their possession or control. This includes keys, computers, documents, credit cards, phones, equipment, tools, identification cards, uniforms, and/or any other business-related items which may be delivered to you during your employment. Employees must return all property to Donnelly College immediately upon request, or upon termination of their employment, whether voluntary or involuntary. In the event an employee or former employee fails to return any Donnelly College property upon request, or upon end of their employment, the individual may be held financially and legally responsible and may be subject to prosecution and criminal liability in accordance with applicable law. Donnelly College may take all legal action deemed appropriate to recover or protect its property or the financial value of the property. 
 

FERPA Family Education Rights and Privacy Act

The Family Education Rights and Privacy Act (FERPA) gives students certain rights with respect to their education records. This includes the right to inspect and review the student’s education records within 45 days of the day the college receives their request for access.

Students should submit to the registrar, appropriate dean, or other appropriate official, written requests that identify the record(s) they wish to inspect. The college official will arrange for access and notify the student of the time and place where the records may be inspected. If the records are not maintained by the college official to whom the request was submitted, that official shall advise the student of the correct official to whom the request should be addressed. Students are provided the opportunity for challenge through a hearing the content of their educational records if they believe the records contain information that is inaccurate, misleading, or in violation of the right to privacy. (Grades are not subject to challenge.) Limited disclosure of information from a student's record shall be conducted through the Office of the Registrar to those who have written consent or to officials specifically permitted within the law, such as college officials and – under certain conditions – local, state, and federal officials. 
Exceptions permitting disclosure without consent would be disclosure to officials with legitimate educational interests. This would include a school official, a person employed by the college in an administrative, supervisory, academic or research, or support staff position. A school official has a legitimate educational interest if the official needs to review an education record to fulfill his or her professional responsibility. This would also include law enforcement unit personnel, health staff, a person or company with whom the college has contracted (such as an attorney, auditor, or collection agent) and a person serving on the Board of Directors or assisting another school official in performing his or her tasks. 

Dependent students under 18 years of age: Parents may have access to dependent educational records. The college will assume a person under 18 is a dependent if their parents provide a written statement that the student is listed as a dependent on their federal income tax forms.

Confidential Information

NON-DISCLOSURE 
During employment with Donnelly College, employees will become exposed to valuable and confidential information concerning matters relating to Donnelly College, its students, vendors, donors, and service providers. The protection of confidential business information and trade secrets is vital to the interests and success of Donnelly College. All information concerning the business affairs of the college, its students, suppliers, donors, funders, employees, or personnel with which it is associated is considered confidential information and is the sole and exclusive property of Donnelly College.

Employees shall not use, disclose or reveal any confidential information, at any time either during or following their employment with Donnelly College, except while performing their duties for the College, under the direction and approval of the administration, or as may be required by law. If you are unsure if the information constitutes confidential information, please refer your inquiries to your supervisor or the Human Resources Director. 
 
Such confidential information and trade secrets shall specifically include, among other things, without limitation, the following: 
• Compensation data 
• Financial information of Donnelly and/or its students 
• Personally, identifiable student information (FERPA) 
• Operating strategies 
• Pending projects and proposals 
• Funding sources 
• Contracts 
• Personnel information 
• Employee Payroll Data
• Business & Marketing Plans & Strategies 
• Budgets 
• Computer Processes 
• Student and Donor Lists 
• Student and Donor Programs 
• Student and Donor Preferences 
• Student and Donor Leads 
• Past Projects & Proposals 
• Grant and funding information 
• Proprietary Operations Procedures/Manuals  
• Pricing Information & Costing Sheets 
• The Identity of Donnelly College’s Preferred Vendors 
 
Employees who improperly use or disclose confidential business information or trade secrets to anyone outside Donnelly College, or to anyone within the College who is not authorized to receive the information, may be subject to disciplinary action, up to and including termination of employment, even if they do not actually benefit from the use or disclosure of such information. Further, current, or former employees who misappropriate or improperly use or disclose Donnelly College’s confidential information or trade secrets may be subject to legal action, in accordance with applicable law.