DC Semester Program Internship Agreement

DC Semester Program

Internship Agreement

This mutual agreement represents the understanding between the DC Semester Program, the Employer, and the Student.

2. To abide by William & Mary’s Discrimination, Harassment, and Retaliation Policy and Consensual Amorous Relations Policy as it is state in The Faculty Handbook.

The W&M DC Semester Program, the aforementioned employer, and the student intern recognize the need and benefits of providing educational and professional training to students. Therefore, in consideration of above-mentioned goals, the parties agree to the following.

The intern agrees to :

• Intern a minimum of 30-35 hours per week (Monday – Thursday) or 20 hours per week for 12 weeks (equivalent to 240 hours per semester) for the duration of this agreement.
• Inquire about work hours, report to the employer at the agreed upon times, and make any special travel arrangements with the employer for any transportation that is required on behalf of the employer.
• Learn and abide by all employer policies and procedures, including emergency preparedness, as set forth by the employer.
• Seek assistance in understanding employer policies and procedures from the employer when necessary.
• Inform in a timely and reasonable manner, the employer and the DC Semester Program of any problems that may occur, including concerns regarding substantive work issues, during the course of the internship.
• Supply forms/evaluations to the employer at the beginning of the semester.
• Assist DC Semester Program Manager in arranging a mid-semester meeting.
• Ensure that the employer is timely informed of mandatory or unanticipated events vital to the student’s ability to earn credit.

The employer agrees to :

• Comply with all applicable laws.
• Provide the student with substantive work projects for as much of the student’s time as possible. These projects should be of such a nature as to provide information or ideas for an end-of-semester academic project.
• Ensure that the student reports to work for a minimum of 30-35 hours per week (Monday – Thursday).
• Provide the student with information regarding the employer’s policies and procedures, including emergency preparedness directions, and be available to respond to any questions the student may have.
• Provide the student with an orientation to office policies and procedures and the student’s position in addition to any necessary training.
• Provide the student with ample instructions and feedback for completing projects.
• Provide the student with any necessary equipment, software, or other tools in order to effectively complete internship responsibilities.
• Coordinate with the DC Semester Program Manager in completing the student’s evaluations by the stated due date.
• Participate in reviews of the intern’s performance and conduct additional meetings as is necessary.
• Allow flexibility in the student’s workflow to accommodate for mandatory academic or unexpected personal events.
• Notify DC Semester Program in a timely and reasonable manner if any problems arise, including the possible termination of the student.

The DC Semester Program agrees to :

• Monitor the internship for quality assurance as it relates to both the student and the employer.
• Ensure that as much of the intern’s time as possible is spent on substantive projects.
• Conduct at least one review of the student’s performance and the internship quality.
• Respond to and assist the student and the employer, in a timely manner, in answering questions and/or in resolving any problems that may arise during the course of the internship.
• Provide evaluation forms to the student and employer.
• Notify and consult with the employer in a timely and reasonable manner regarding the possible termination of the student.
• Advise the student in the development and implementation of learning objectives.
• Work with the student to address areas where room for improvement exists.
• Explain and enforce DC Semester Program policies and procedures as is necessary.

William & Mary

Discrimination Policy, and Consensual Amorous Relations Policy

Discrimination Harassment and Retaliation Policy

Unless otherwise constrained by law, William & Mary is committed to providing an environment for its students, employees and others present within the community that is free from discrimination based on any personal factor unrelated to qualifications or performance. Such “irrelevant personal factors” include (without limitation) race or color, citizenship, national origin or ethnicity, ancestry, religion or creed, political affiliation or belief, age, sex or sexual orientation, gender identity or expression, physical or mental disability, marital status, pregnancy status, parental status, height, weight, military service, veteran status, caretaker status, or family medical or genetic information.

Discrimination is conduct based on any irrelevant personal factor that

- adversely affects a term or condition of an individual’s employment, education, or participation in a university activity, or

- is used as a factor in a decision affecting an individual’s employment, education, or participation in a university activity, or

- constitutes harassment that creates a hostile environment or quid pro quo sexual harassment, each as explained below.

Discrimination also includes failure to provide reasonable accommodations for a person’s disability or religion as required by law, or any other violation of a disabled person’s rights under applicable anti-discrimination laws. W&M makes modifications and adjustments to its programs and activities for qualified students with disabilities as required by law, under the Student Accommodation Policy and Procedure. W&M also makes modifications, changes, or adjustments to jobs, work conditions and work environment for qualified employees with disabilities, or to the job application process for applicants, as required by law, under the Employee Reasonable Accommodation Policy and Procedure.

Harassment is unwelcome conduct based on an irrelevant personal factor. Harassment violates this policy when it creates a hostile environment. A hostile environment exists when harassment has the purpose or effect of unreasonably interfering with a person’s work or educational performance or participation in a university program or activity, or is sufficiently severe or pervasive to create an intimidating, hostile, or offensive work or educational environment.

Each situation must be considered in context to determine if harassment has occurred. Conduct alleged to constitute harassment is evaluated from the perspective of a reasonable person.

Sexual harassment is harassment based on sex. Sexual harassment can take the form of hostile environment harassment, discussed above, or “quid pro quo” harassment. A hostile environment can arise from sexual harassment even if the conduct is not sexual in nature, so long as the conduct is based on sex. For example, a female supervisor who regularly and severely criticizes her male employees because she prefers working with women is harassing her male employees because of their sex, even if the supervisor has no sexual or romantic interest in any of the employees and is not engaging in sexual conduct.

Quid pro quo is a Latin phrase meaning “this for that.” Quid pro quo sexual harassment is unwelcome conduct of a sexual nature, including sexual violence, when

- submission to such conduct is made or threatened to be made a term or condition of employment, education, or participation in a university activity; or

- submission to or rejection of such conduct is used or threatened to be used as a factor in a decision affecting employment, education, or participation in a university activity.

Quid pro quo sexual harassment most often occurs when one person has power or authority over another. In part because of this, the Consensual Amorous Relationship Policy prohibits certain sexual or romantic relationships between people in unequal positions. But sexual harassment (of any type) can occur between individuals of equal status or rank. Similarly, an employee can engage in prohibited sexual harassment by sexually harassing a supervisor.

Sexual harassment can occur between persons of the same sex or members of different sexes.

Sexual violence and sexual misconduct are physical acts made against someone’s will or without their consent. Sexual violence and sexual misconduct take different forms, and often constitute sexual harassment. The forms of sexual misconduct are defined and explained in the Policy on Sexual Misconduct, Relationship Violence, and Stalking, which is attached as Appendix B to this Policy.

Retaliation is prohibited at William & Mary. The university takes action to protect individuals from retaliation and to address any retaliatory behavior that occurs. Retaliation prohibited by this policy is adverse action taken against a person for engaging in protected activity.

Examples of adverse action include: firing, denial of a promotion, lowering a grade, unjustified negative performance evaluations and reports, increased supervision or scrutiny, sudden enforcement of previously unenforced policies, exclusion from activities or privileges open to others, or any other action that would deter a reasonable person in the same circumstances from filing a complaint or engaging in protected activity.

A person engages in a protected activity when he or she opposes, reports or complains about discrimination, such as by reporting harassment. Adverse action against an employee or student based on their relationship or association with another person who engages in protected activity is also prohibited retaliation.

For more information and complete policy language, please visit: https://www.wm.edu/offices/compliance/policies/discrimination_harassment_retaliation/policy/index.php#i

Consensual Amorous Relationships

The College's educational mission is promoted by professionalism in faculty-student relationships. Faculty-student romantic and/or sexual relationships, even mutually consenting ones, are a basic violation of professional ethics when the faculty member has any professional responsibility for the student's academic performance or professional future. Faculty members' unbiased evaluation of students is an integral part of the College's mission. An amorous relationship between a faculty member and a student, even if consensual, creates the potential for favoritism (or the appearance thereof), thereby undermining the actual or perceived fairness of the evaluative process. Even when the faculty member has no current direct professional responsibility for a student, consensual amorous relationships may limit the educational opportunities or options for the student's future academic, co-curricular, and extra-curricular activities.

The College prohibits consensual romantic and/or sexual relationships between faculty members and undergraduate students, as well as between faculty members and those graduate students for whom the faculty member has direct professional responsibility. The term direct professional responsibility refers to many faculty roles, both within and outside of the classroom, including, but not limited to: teaching, academic advising, coaching (athletics, drama, etc.), service on evaluation committees (awards, prizes, etc.), graduate or undergraduate thesis committees, etc. In effect, direct professional responsibility for students includes the supervision of all college-sponsored academic, co-curricular, and extra-curricular activities.

Consensual Amorous Relationships with Colleagues

Because amorous relations between administrators or faculty members and other faculty members or support staff whom they supervise may create the appearance of a conflict of interest, administrators and faculty members are advised against participating in amorous relationships with those whom they supervise. Similarly faculty members should avoid situations requiring them to supervise those with whom they currently have an amorous relationship. Whenever such a situation arises or is foreseen, the faculty member shall report the situation promptly and seek advice from the appropriate administrative officer, who should take steps to insure unbiased supervision or evaluation of the person supervised.

For more information and complete policy language, please visit: http://www.wm.edu/offices/compliance/topics/consensual_amorousrelations/index.php

For questions about these policies, please contact the Office of Compliance & Equity at 757-221-3167 or visit: http://www.wm.edu/offices/compliance/