EL 2 – Treatment of Employees

Note: Board Policy is indicated in bold typeface throughout the report.

The President shall not cause or allow a workplace environment that is unfair, disrespectful, abusive, unsafe, disorganized, or otherwise interferes with College employees’ ability to do their jobs.

Further, without limiting the scope of the above statement by the following list, the President shall not:

1. Permit employees and others who use College property to be without reasonable protections against hazards or conditions that might threaten their health, safety or well-being.

1.1. Allow employees to be without current, enforced policies that minimize the potential for exposure to harassment, provide remedy for harassment situations, and provide methods for dealing with individuals who harass.

Interpretation

Compliance will be demonstrated when:

a. The College’s Campus Safety Report is published annually.

Evidence

On 8/20/2026, the Chief Financial Officer (CFO) and VP for Administration confirmed that the College’s Annual Security Report, due every October, was posted on the Consumer Information Disclosure page of the College website on 9/29/2025.

Status

In compliance.

Interpretation

b. Operational policies are established to protect employees and provide information about conditions that may impact their health, safety, and well-being.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that the following College administrative policies and procedures outline the rules and expectations for employees, students, and campus visitors. This information is accessible on the Policies and Procedures page of the College website.

Status

In compliance.

Interpretation

c. Safety signage is posted at building entry points which provides contact information to the Office of Public Safety.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that safety signage, which includes contact information for Campus Police & Public Safety, is posted at all building entry points.

Status

In compliance.

Interpretation

d. Classrooms have emergency reference guides posted for review and guidance.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that an Emergency Response Guide is available on the Public Safety page of the College website and that all classrooms have emergency reference guides posted for review and guidance.

Status

In compliance.

Interpretation

e. The Continuity of Operations Plan (COOP) is reviewed annually.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that the Continuity of Operations Plan (COOP) was most recently reviewed in September 2025 and in January 2026.

Status

In compliance.

Interpretation

f. Employees were provided access to a text communication system that provides updates about campus closures and cancellations due to weather and emergencies.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that the College’s mass communication system, Omnilert, was functioning as intended. Employees were able to register for FCC alerts online and/or download a mobile app to subscribe to receive texts, phone calls, and/or email notifications about campus closures and cancellations due to weather and emergencies.

Status

In compliance.

Interpretation

g. The College has a procedure for evaluating safety during weather emergencies.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that the College has a procedure for evaluating safety during weather emergencies (Inclement Weather College Closing Policy). This information is accessible on the Policies and Procedures page of the College website.

Status

In compliance.

Interpretation

h. The College offered mental health services through wellness and benefit programs to employees.

Evidence

On 9/12/2026, the VP for Talent and Culture verified that the College offered mental health services through wellness and benefit programs to employees. Through the College’s provider Behavioral Health Services (BHS), the College provides employees and their household members with an Employee Assistance Program (EAP) that includes free confidential assistance in a variety of services. EAP services include counseling, financial and legal services and are available 24/7 to employees and their household members and employees may connect with the EAP service by stopping by the Human Resources Office or by visiting the employee intranet site.

Status

In compliance.

Interpretation

i. The College provided mental health first aid certification training at no cost to employees.

Evidence

On 9/3/2026, the Interim VP for Student Experience confirmed that Mental Health First Aid (MHFA) certification classes were offered (at no cost) six times during FY26: 9/12/2025, 10/10/2025, 11/7/2025, 12/16/2025, 3/27/2026, and 4/24/2026. Forty-seven employees participated in these trainings.

The trainings strengthened FCC's capacity for early identification and referral of individuals experiencing mental health challenges while supporting a culture of care and belonging across the campus community. Counseling and Wellness staff reported increased referrals from peers, faculty, and staff, suggesting that participants were applying MHFA skills to connect students with available support resources.

Status

In compliance.

Interpretation

j. Safety Data Sheets (SDS) are current and accessible upon request to employees, in compliance with OSHA standard 1910.1200(b)(4)(ii).

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that the Safety Data Sheets for all chemicals on campus were current and accessible on the Campus Police and Public Safety page of the College intranet site. Employees may contact Public Safety at [email protected] to request copies.

Status

In compliance.

Interpretation

k. Elevators, fire systems, and boiler inspections are conducted annually.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed with Plant Operations that elevator inspections were completed on 7/30/2025, 7/31/2025 and 8/1/2025. Fire alarm panel inspections were completed on 3/2/2026. Inspection of the suppression systems, which include sprinklers and devices, were completed on 3/2/2026. The boilers are inspected every two years and were last inspected 11/21/2024, with the next inspection due before 12/11/2026.

Status

In compliance.

Interpretation

l. Emergency and safety drills are conducted each semester.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that emergency and safety drills were conducted at the main campus and at the Monroe Center during FY 2026 as follows:

Main campus:

- 2/28/2026 - evacuation
- 9/22/2025 and 3/11/2026 - shelter-in-place
- 10/24/2025, and 2/19/2026 - lockdown

Monroe Center:

- 10/2/2025 and 10/31/2025 - shelter-in-place
- 9/17/2025 and 2/16/2026 - lockdown
- 9/2/2025, 2/28/2026, and 4/22/2026 - evacuation

Status

In compliance.

This interpretation is reasonable because it ensures compliance with State of Maryland and nationally accepted safety and security practices for higher education institutions.

2. Allow a workplace culture without diversity, equity, inclusion, collegiality, and a sense of belonging.

Interpretation

Compliance will be demonstrated when:

a. The College incorporates diversity, equity, inclusion and belonging within its mission and value statements.

Evidence

On 9/12/2026, the VP for Talent and Culture verified that:

• The FCC mission and value statements incorporate diversity, equity, inclusion and belonging as follows:

1. Mission: “Focused on teaching and learning, Frederick Community College provides affordable, flexible access to lifelong education that responds to the needs of diverse learners and the community.”

2. Value of Diversity: “Being culturally conscious and inclusive by embracing the visible and invisible human differences that affect the learning and success of students, faculty, staff, administrators, and members of the community.”

Status

In compliance.

Interpretation

b. The College workplace supports and measures diversity, equity, inclusion and belonging efforts provided to employees.

Evidence

On 9/9/2026, the VP for Talent and Culture confirmed that the Making Our Spaces an Inclusive Community (MOSAIC) Center provided robust inclusive programming that allowed employees and students to collaboratively engage with and learn from diverse cultures.

During FY 2026, the MOSAIC Center offered 59 events, with a combined reach of more than 2,500 attendees. These programs primarily concentrated on the MOSAIC Center themes for the year: Survivors of Power-Based Violence, Substance Use, People with Disabilities, and Gender and Sexuality.

Programs of note this year include activist Daryl Davis speaking on Building Bridges in a Time of Walls, a Know Your Rights campaign focused on Immigration Rights which included speakers from the local police and immigration lawyers, and the martial arts Henan Province Performers group from China which brought faculty, staff, students, and community members alike together.

This breadth of themes, intentionality of design, and level of engagement demonstrates the College’s commitment to fostering cultural awareness, inclusion, and belonging in the workplace.

Status

In compliance.

Interpretation

c. The College delivered or made available cultural training and ongoing professional development to all employees.

Evidence

On 9/14/2026, the VP for Talent and Culture confirmed that LinkedIn Learning was made available to all employees throughout the reporting period. FCC LinkedIn Learning offers a digital library of 6,722 courses covering a broad spectrum of topics, including technical skills, leadership, business, software, and creative subjects. The platform also features training focused on diversity and cultural awareness. Within this library, FCC LinkedIn Learning provides 185 DEIB-related courses, 636 leadership-related courses, and 66 specific DEIB-leadership related courses. During FY 2026, 174 employees completed courses on the platform. In addition, the Center for Teaching and Learning consistently hosted workshops centered on diversity, equity, inclusion, and belonging.

The MOSAIC Center led a professional development series called Empathy Allies focused on understanding one's own cultural lens, getting to know others from different backgrounds and life circumstances, understanding the systems and structures of our culture, institutions, and values, and finally how to talk to people about our new understanding of people who are different. Forty-five digital badges were awarded which represented over 350 hours of volunteer professional development by faculty and staff in FY26.

Status

In compliance.

This interpretation is reasonable because it confirms the College is operationalizing its adopted values, adheres to the Maryland Higher Education Commission regulations for cultural diversity, and is consistent with practices employed by other higher education institutions.

3. Allow employees to be without current, enforced, written human resource policies that clarify expectations and working conditions, provide for effective handling of grievances, and protect against wrongful conditions.

3.1. Permit employees to be without adequate protection from harassment and bias.

3.2. Permit employees to be uninformed of the performance standards by which they will be assessed.

Interpretation

Compliance will be demonstrated when:

a. Current Human Resources policies, procedures, and employee handbook describe expectations and working conditions, and they are available to all employees.

Evidence

On 9/12/2026, the VP for Talent and Culture verified that the current Human Resources policies, procedures, and employee handbook describe expectations and working conditions, and these documents and policies are available to all employees on the College website.

Status

In compliance.

Interpretation

b. There is a clear process for employees to present complaints and wrongful conditions, including harassment and bias.

Evidence

On 9/9/2026, the VP for Talent and Culture verified that the College has clear processes for employees to present complaints and wrongful conditions, including harassment and bias. The following policies and procedures are available to all employees on the College website:

Status

In compliance.

Interpretation

c. All employees have clear and measurable performance expectations each year.

Evidence

On 9/12/2026, the VP for Talent and Culture verified that all employees have clear and measurable performance expectations each year and that the annual performance evaluation processes for employees ensure that performance expectations are measurable, documented, and aligned with the College’s strategic direction.

Status

In compliance.

Interpretation

d. An easily accessible anonymous reporting system, independent of the College, is available to employees to report complaints.

Evidence

On 9/12/2026, the VP for Talent and Culture verified that the College has an anonymous reporting system which is easily accessible on the Intranet.

Status

In compliance.

The interpretation is reasonable because it is consistent with practices employed by other higher education institutions.

4. Retaliate against any employee member for non-disruptive expression of dissent.

Interpretation

Compliance will be demonstrated when:

a. There are no formal complaints of employee retaliation filed with the Office of Human Resources or the College Attorney, nor are there complaints of employee retaliation on the anonymous reporting system (that are deemed valid by legal counsel).

Evidence

On 9/12/2026, the VP for Talent and Culture confirmed that no formal complaints of retaliation were filed with the Human Resources Office, or the College Attorney, and that there are no complaints of employee retaliation on the anonymous reporting system (that are deemed valid by legal counsel).

Status

In compliance.

The interpretation is reasonable because it is consistent with federal law and interpreted by legal counsel as a practical application.

5. Allow employees to be unprepared to deal with emergency situations.

Interpretation

Compliance will be demonstrated when:

a. Written emergency management procedures were available to all employees.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that an Emergency Response Guide is available on the Public Safety page of the College website and that all classrooms have emergency reference guides posted for review and guidance.

Status

In compliance.

Interpretation

b. Annual safety and emergency-related training was provided to all employees.

Evidence

On 9/14/2026, the CFO and VP for Administration confirmed that the annual safety and emergency-related training was made available to all employees to provide the basic background knowledge and information of necessary actions when there is an emergency, or disruption of college operations.

Status

In compliance.

Interpretation

c. Fire and emergency response drills were conducted on a regular schedule.

Evidence

On 8/20/2026, the CFO and VP for Administration confirmed that emergency and safety drills were conducted at the main campus and at the Monroe Center during FY 2026 as follows:

Main campus:

- - 2/28/2026 - evacuation
  - 9/22/2025 and 3/11/2026 - shelter-in-place
  - 10/24/2025, and 2/19/2026 - lockdown

Monroe Center:

- - 10/2/2025 and 10/31/2025 - shelter-in-place
  - 9/17/2025 and 2/16/2026 - lockdown
  - 9/2/2025, 2/28/2026, and 4/22/2026 - evacuation

Status

In compliance.

This interpretation is reasonable because it ensures compliance with State of Maryland and nationally accepted safety and security practices for higher education institutions.

6. Permit employees to be without reasonable opportunity for professional growth and development.

Interpretation

Compliance will be demonstrated when:

a. All employees have access to appropriate professional development opportunities.

Evidence

On 9/9/2026, the VP for Talent and Culture confirmed that the College continues to implement leadership development, professional learning, and employee engagement initiatives aligned with its priorities for employee development, belonging, transparency, and organizational effectiveness. The Foundations of Leadership Program, launched in January 2026, established a structured leadership development pathway for mid-level managers, with an initial 21-participant pilot cohort focused on communication, decision-making, team leadership, and strategic thinking.

Employee engagement with professional learning also continued to increase, with 50 employees completing the LinkedIn Learning Spring Challenge and FY26 reflecting the highest level of LinkedIn Learning participation over the past three years. Bias and Cultural Humility Training and other professional learning opportunities received strong preliminary participant feedback.

Progress in employee engagement and belonging was also demonstrated through five sessions involving 44 participants, with 100% of respondents agreeing or strongly agreeing that they felt comfortable sharing their perspectives and that the sessions fostered increased transparency and open communication.

Status

In compliance.

Interpretation

b. Professional growth and development opportunities are included in the annual evaluation process.

Evidence

On 9/12/2026, the VP for Talent and Culture verified that the College’s performance evaluation processes align with its strategic direction and incorporate annual goal setting, professional growth opportunities, and individualized assessments by employees and supervisors.

Status

In compliance.

This interpretation is reasonable because it is consistent with practices employed by other higher education institutions.

EL 2 – Treatment of Employees Monitoring Report