Please click on the links below to learn more information about workplace injuries and accidents and how to file a report.
Coppin State University offers a growing variety of training and development opportunities for all employees. The university is committed to actively engaging and supporting the professional development and personal wellness of our organizational communities. Our Training and Development program focuses on improving institutional goals, that include resource development and stewardship. To learn more about the available training opportunities, explore the links below.
Training and Development Courses have been placed into 3 categories:
Need-Based Organizational Training: Courses developed based on feedback from you, our faculty and staff! These courses are identified by the color orange on the Schedule-At-A-Glance.
Personal Development Training: Courses that focus on personal/professional wellness and financial planning. These courses are identified by the color green on the Schedule-At-A-Glance.
Required Training: Courses that are mandated by policy and legal compliance regulations for all employees. These courses do not require registration and are identified by the color blue on the Schedule-At-A-Glance.
This link provides a downloadable listing of the course offerings, the related objectives and descriptions:
Coppin State University is committed to compliance with Section 504 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 794), the Americans with Disabilities Act of 1990 and by the Americans with Disabilities Act Amendments Act (ADAAA).
CSU complies with the federal Americans with Disabilities Act and any applicable state laws and regulations ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.
The University is committed to providing full participation in programs, employment and activities for all individuals, including those with disabilities. Upon request, the University shall evaluate requests for accommodation made by employees, applicants for employment, students and visitors to the University.
For More Information on ADA law go to: http://www.ada.gov/cguide.html
The University is committed to ensuring that it does not discriminate and to resolving any complaints related to disability in a prompt and equitable manner. For ADA/ADAA, Reasonable Accommodation requests or inquiries, please submit your completed form (which can be accessed above) to or contact:
CSU promotes diversity as defined in statute as the inclusion of those racial and ethnic groups and individuals that are or have been underrepresented in higher education. The University encourages activities that promote cultural diversity, strides to recruit and retain a culturally diverse student body, faculty and staff, and continuously develop cultural diversity programs and training.
Coppin State University is required by federal law, Executive Order 11246 and the Vietnam's Era Veterans Readjustment Act of 1974, to request and maintain summative data regarding the racial/ethnic, sex, and veteran status of applicants for employment.
Coppin State University’s affirmative action program contains a set of specific, result-oriented procedures to which the University commits itself and applies a good faith effort to attain. The purpose of such procedures is equal employment opportunity. The University is committed to engaging in an affirmative action program because affirmative action remedies past discrimination by establishing action-oriented programs for the assimilation of minorities and women in the workforce. This information provides CSU and the federal government with information necessary to monitor the University's progress. As covered employer, the University is obligated to collect affirmative action data for the purpose of developing programs to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps.
To further its commitment to equal employment opportunity and affirmative action, the University requests all applicants and current employees to voluntarily complete our AA Disclosure form when applying for University positions. The information is kept separate from an individual's personnel file and employment application. The federal, regulating agency for Affirmative Action Programs is the United States Department of Labor, Office of Federal Contract Compliance Programs (OFCCP). The University's Affirmative Action Plan is available for review during regular business hours in the University’s Office of Human Resources.
For more information on affirmative action please visit: www.dol.gov/ofccp or USM’s Policy on Affirmative Action and Equal Opportunity VI-1.00.
Please direct your EEO Compliance questions to: Coppin State University, Office of Human Resources, or call 410.951.3666
As a recipient of federal funds, Coppin State University is required to comply with Title IX of the Higher Education Amendments of 1972, 20 U.S.C. § 1681 et seq. (“Title IX”), which prohibits discrimination on the basis of sex in educational programs or activities, admissions, and employment. Title IX states that:
For more information please refer to the USM policy on Non-Discrimination on the Basis of Sexual Orientation VI-1.05.
If you would like to file a complaint please contact and use the resource listed below:
Please direct your EEO Compliance questions to: Coppin State University, Office of Human Resources, or call (410) 951-3666.
Coppin State University (CSU) shall not discriminate against any individual on the basis of race, color, religion, age, ancestry or national origin, sex, sexual orientation, gender identity, disability, marital status or veteran status. All policies, programs, and activities of Coppin State University are and shall be in conformity with all pertinent Federal and State laws of nondiscrimination including, but not limited to: Title VII of the Civil Rights Act of 1964, as amended, the Pregnancy Discrimination Act, the Equal Pay Act of 1963, the Age Discrimination Act of 1967 (ADEA), Title I of the Americans with Disabilities Act of 1990 (ADA), Sections 503 and 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, Title IX of the Education Amendments of 1972, Federal Executive Order No. 11375, and Article 49B of the Annotated Code of Maryland. This commitment applies to faculty, staff, and students.
Equal opportunity of access to academic and related programs shall be extended to all persons in accord with applicable federal and state laws. Coppin State University shall have as its firm objective equal opportunity in recruitment and hiring, rate of pay, all other promotions, training, retention and dismissals, for all employees and applicants for employment. The University will provide equal access for employees and applicants for employment to all programs and services provided by the University both on and off campus. The University will also provide equal opportunity and an atmosphere of nondiscrimination with respect to women and members of minority groups in all its operations. In addition, the University shall promote equal opportunity and equal treatment through a positive and continuing Affirmative Action Program (AAP).
In addition, employment decisions at the University are based solely on job-related criteria. All personnel actions or programs that affect qualified individuals with disabilities or covered veterans, such as employment, upgrading, demotion or transfer, recruitment, advertising, termination, rate of pay or other forms of compensation, and selection for training, will be made without discrimination based upon the individual's physical or mental disability or veterans' status.
The University makes, and will continue to make, reasonable accommodations to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the University's business.
The AAP includes an audit and reporting system, which, among other things, provides information for the purpose of measuring the effectiveness of the AAP. All managers and supervisors will take an active part in the University's AAP to ensure that all qualified employees with disabilities and covered veterans and prospective employees are considered and treated in a non-discriminatory manner with respect to all employment decisions. Furthermore, Coppin State University will solicit the cooperation and support of all employees for the University's policy and AAP.
In accordance with federal and state law, the University's plan of affirmative action for individuals with disabilities and covered veterans will be available for inspection in the Office of Human Resources during regular business hours, upon request.
In addition, employees and applicants will not be subjected to bullying, harassment, intimidation, threats, coercion, or discrimination because they have engaged in, or may have engaged in, activities such as filing a complaint, assisting or participating in an investigation, compliance review or hearing, or opposing any act or practice made unlawful, or exercising any other right protected by Section 503 of the Rehabilitation Act of 1973, as amended or the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended.
Any applicant or employee who needs a reasonable accommodation to apply for employment or to perform the essential functions of his/her job should contact the source below and use the resource listed below:
Please direct your EEO Compliance questions to: Coppin State University, Office of Human Resources, or call 410.951.3666
The Civil Rights Act of 1964 prohibits sex/gender discrimination, which includes sexual harassment.
To view our anti-sexual harassment information, please refer to:
Search committees are an integral body that are core to the interview and selection process for the hire of all University positions. All search committee members are required to sign a Confidentiality Agreement that will preserve the integrity of the selection process and protect the privacy of candidates. Search committee members are ethically bound to the utmost level of confidentiality. Specifics of committee deliberations should not be discussed with anyone outside of the search committee.