Assumption University Sign Located at Front of Campus
Office

Human Resources

Our community encompasses students, faculty, administrators, staff, alumni, Augustinians of the Assumption, and Assumptionist Sisters. The employees of this community are all considered educators.

We are proud to call ourselves the Assumption University Community. Our Community encompasses students, faculty, administrators, staff, alumni, Augustinians of the Assumption, and Assumptionist Sisters. The employees of this community are all considered educators.

Assumption, a liberal arts and professional studies university, lies at the center of Massachusetts in the City of Worcester. The campus is approximately three miles from the downtown area. Its location in Central Massachusetts among 15 other colleges and universities, affords employees many academic, cultural and social advantages. In addition, Worcester has many fine facilities and programs, including an outstanding, nationally known art museum and music festival, a symphony orchestra and science museum. Worcester has a large public school system and several excellent private elementary and secondary schools. Facilities for winter and summer sports and for all sorts of recreational activities abound in Worcester and vicinity. Proximity to the cities of Boston and Springfield (approximately one hour by car) add numerous opportunities to those available locally.

The Office of Human Resources handles all employee benefits as well as the hiring of faculty, staff and administration.

Nondiscrimination Statement

St. John Paul II wrote: “Man’s creation by God ‘in his own image’ confers upon every human person an eminent dignity; it also postulates the fundamental equality of all human beings.” Assumption University recognizes the essential contribution of a diverse community of students, staff, and faculty.  Accordingly, Assumption University commits itself to maintaining a welcoming environment for all people and to comply with all state and federal laws prohibiting discrimination in employment and its educational programs on the basis of race, color, national origin, sex, religion, disability, age, marital or parental status, sexual orientation, gender identity, gender expression, genetic information or family medical history, military or veteran status, immigration status, or other legally protected status.  We intend this list to be inclusive, not exclusive.

Assumption University rejects and condemns all forms of harassment, discrimination, and disrespect.  It has developed procedures to respond to incidents of harassment whatever the basis or circumstance.  Assumption University has designated its Associate Vice President for Human Resources/CHRO to coordinate its efforts to comply with and carry out its responsibilities to prevent discrimination in accordance with state and federal laws, including Title VI, Section 504 and the ADA. Any applicant for admission or employment, and all students, staff and faculty members are welcome to raise any questions regarding this notice with the Office of Human Resources:

Assumption University
Office for Human Resources
500 Salisbury Street
Alumni Hall – 109
Worcester, MA 01609
Phone: 508-767-7599
Any person who believes that an act of unlawful discrimination has occurred at Assumption University may raise this issue with the Assistant Secretary for Civil Rights of the United States Department of Education.

College POLICIES

  • Harassment 
    It is the policy of Assumption University that all our employees should be able to enjoy a work environment free of discrimination and harassment and disruptive elements (e.g. noise, scents, etc…).
    This policy refers to, but is not limited to, harassment in the following areas: (1) race, (2) sex, (3) age, (4) color, (5) national origin, (6) religion, (7) handicap, (8) marital status, (9) veteran status and other classes protected by law. Harassment includes display or circulation of written or electronic materials or pictures degrading to either gender or to racial, ethnic, or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, or minority group.

    Sexual Harassment 
    Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by the College. Further, retaliation against an individual who has complained about sexual harassment or who has cooperated with an investigation of a sexual harassment complaint is similarly unlawful and will not be tolerated. To achieve the College’s goal of providing a workplace free from sexual harassment, inappropriate conduct described in this policy will be dealt with using the established informal and formal procedures of the College, including disciplinary action, where appropriate
    Assumption College takes allegations of sexual harassment seriously and will respond promptly to complaints. In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment which comes to their attention and are expected to report such violations to the Office of Human Resources. Where it is determined that such inappropriate conduct has occurred, the College will act promptly to eliminate the conduct.

    Sexual Harassment Training 
    All employees, both new as well as existing, are asked to complete an online sexual harassment training tutorial. Assumption College has partnered with Cintas to create a customized tutorial on sexual harassment, and all employees must take the tutorial and pass the mastery test. The tutorial can be accessed 7 days a week, 24 hours a day, from any computer that has internet access.
    All faculty, staff and administrative employees must complete this training annually.

    Assumption College takes allegations of sexual harassment seriously and will respond promptly to complaints. In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment which comes to their attention and are expected to report such violations to the Office of Human Resources. Where it is determined that such inappropriate conduct has occurred, the College will act promptly to eliminate the conduct.

    Definition of Sexual Harassment 
    In Massachusetts, the legal definition for sexual harassment is:
    Sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature when
    (a) submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; or (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment.
    Under these definitions, direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment.

    The legal definition of sexual harassment is broad. In addition to the examples above, other sexually oriented conduct that, whether intended to be or not, is unwelcome and has the effect of creating a workplace environment that is hostile, offensive, intimidating or humiliating to male or female employees may also constitute sexual harassment.

    While it is not possible to list all of the circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:

    • Unwelcome sexual advances – whether or not they involve physical touching;
    • Sexual epithets, jokes, written or oral references to sexual conduct; gossip regarding one’s sex life; comments on an individual’s body; comments about an individual’s sexual activity, deficiencies or prowess;
    • Displaying sexually suggestive objects, pictures, cartoons;
    • Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;
    • Inquiries into one’s sexual experiences;
    • Discussion of one’s sexual activities.

    All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment or who has cooperated with an investigation of a sexual harassment complaint is unlawful and will not be tolerated by the College.

    Complaint Procedure 
    Individuals who believe they have been subjected to harassment from either a co-worker or a supervisor should make it clear to the offender that such behavior is offensive to them and unwelcome, and should immediately bring the matter to the attention of the Director of Human Resources (508) 767-7172 in the case of a staff or administrative member charged with harassment, the Provost (508)767-7312 in the case of a member of the faculty charged with harassment, or the Dean of Students (508) 767-7325 in the case of a student charged with harassment. An independent inquiry will be made into any allegations. All allegations of harassment will be immediately investigated. It is important for employees who feel that they have been harassed to report incidents to management. Anyone found to have engaged in harassment shall be subject to discipline, up to and including discharge.

    Sexual Harassment Investigation 
    When the College receives notice (verbal or written) of conduct which appears to be sexual harassment, it will promptly investigate the allegation in a fair and expeditious manner. The investigation will be conducted in accordance with the College’s customary procedures and in such a way as to maintain confidentiality to the extent practicable under the circumstances and permissible by law.

    The investigation may, as appropriate, include private interviews with the person filing the complaint, with witnesses, and with the person alleged to have committed sexual harassment.
    When the investigation is completed, the person filing the complaint and the person alleged to have committed the conduct will be informed, to the extent appropriate, of the results of the investigation.

    Appropriate Response/Disciplinary Action 
    If it is determined that an employee has been engaged in inappropriate conduct, appropriate action will be taken immediately, using the College’s established procedures, to fulfill its obligations under the law to promote a workplace that is free of sexual harassment. Such action may range from counseling to termination of employment, and may include such other forms of disciplinary action as appropriate under the College’s procedures.