Employee Resource Groups

The Jewish Employees Association (JEA)

Members and allies may subscribe to their listserv to receive updates about meetings, events, and opportunities for engagement.

Contact JEA leadership to learn more.

• Dr. Jenny Kalishman, Co‑President, UMB Veterinary Resources — JKalishman@umaryland.edu
• Dr. Corey Shdaimah, Co‑President, School of Social Work — cshdaimah@ssw.umaryland.edu
• Dr. Robert J. Bloch, Secretary, School of Medicine — RBloch@som.umaryland.edu

• Who Can Join: UMB-sanctioned ERGs are open only to current employees (faculty or staff). Only current employees may start or participate in an ERG.
• Leadership: ERGs must be employee-led. Members of university leadership—defined as the president, vice presidents, deans, associate/assistant vice presidents or deans, department chairs, and other equivalent roles—generally should not serve as officers or founders.
• Neutrality Considerations: Employees whose roles require neutrality or freedom from bias may be restricted from participating in ERGs where membership could conflict with their duties.
  • Example: The Title IX Coordinator cannot serve as an officer or member of a gender-focused ERG but may attend meetings to provide guidance on institutional programming. Employees in such roles should consult supervisors if they have questions.
• Internal Focus: ERGs are not chapters of external organizations. They exist to foster belonging among UMB employees, though collaboration with external groups is allowed.
• Purpose and Scope: ERGs can form around personal or professional interests, backgrounds, or experiences. Participation does not need to be tied to work responsibilities. All ERG activities must follow applicable laws and UMB policies.
• Inclusivity: Membership must be open to all UMB employees regardless of protected classification or viewpoint. ERGs must comply with the UMB Notice of Nondiscrimination.
• Membership Limits: Participation may be limited by employee classification or neutral, employment-related criteria, such as faculty vs. staff or specific professional duties.
• Policy Compliance: ERG members must adhere to all UMB and School policies, including the State Ethics Law, which limits fundraising and personal political advocacy using state resources or work time.

• Not Governance or Advisory Groups: ERGs are not shared governance groups as defined by the USM Policy on Shared Governance in the University System of Maryland, nor are they advisory boards or committees under the USM Policy on Institutional Boards or Commissions. ERGs cannot represent employees in governance or personnel matters.
• Use of University Resources: Permission to use space, work hours, email systems, and the University name is limited to internal ERG activities.
  • ERGs may use “UMB” in internal communications, such as email announcements about meetings.
  • ERGs cannot use the University’s name, logo, or branding externally or speak on behalf of UMB, including on social media.
  • Branding, marketing, and institutional social media are managed exclusively by OCPA and equivalent school offices.
• Sanctioning and Inactivity: The University may suspend or terminate ERG sanctioning at its discretion. Reasons include:
  • Inactivity: If an ERG holds no meetings, has no leadership, lacks required membership, or has no activity over a year.
  • Policy Violations: Any ERG activities that violate University policies or these guidelines.
  • ERGs cannot be suspended solely due to the University’s disfavor of their viewpoint.
• Review and Concerns: There is no formal grievance process, but ERGs may raise concerns about sanctioning decisions with the Office of Accountability and Compliance for consideration.

• Minimum Membership: To qualify as a UMB-sanctioned ERG, a group must include at least 10 employees.
• Request for Sanctioning: Employee organizers do not need formal bylaws to obtain sanctioning. At a minimum, they must submit a written request to the Office of Inclusive Excellence and Institutional Effectiveness (IEIE) that includes:
  • The purpose or objective of the ERG
  • Names of employees interested in leading the ERG
  • Names of employees interested in joining
  • The intended audience, if not clear from the purpose
• Optional Formal Structure: For ERGs that want a more formal framework, IEIE can provide a template set of bylaws.
  • Informal groups, like support groups or book clubs, may not need bylaws.
  • ERGs with a specific focus or viewpoint may prefer formal bylaws describing structure and purpose.
• Balancing Work Responsibilities:
  • ERG activities should not interfere with employees’ primary job duties.
  • Meetings and events should be scheduled during common breaks (e.g., lunch hours) to minimize disruption.
• Supervisor Approval:
  • Employees do not need approval to join an ERG.
  • Approval should be obtained if participating during work hours, or employees can choose to participate on their own time.

Guidance and Support
UMB-sanctioned ERGs are employee-led and not officially sponsored by the University. The Office of Inclusive Excellence and Institutional Effectiveness (IEIE) provides guidance on:

• Formation and maintenance of ERGs
• Space requests
• Other limited administrative support

Access to Space

• ERGs are classified as “other groups” under the UMB Policy on the UMB Policy on the Use of Physical Facilities of the University System for Public Meetings.
• ERGs may request certain university meeting rooms and spaces for activities.
• Priority for space use goes to campus groups (e.g., Schools, administrative units, faculty/staff/student senates) and affiliated organizations (e.g., UMBF, UMMC, FPI, faculty practice organizations).
• Reservation requests must be submitted via the university’s space reservation system and are subject to availability and the rules of the responsible Dean or Vice President.
• ERGs must comply with University Building and Space Access Rules.

Digital Tools

• A TEAMS site can be created to store ERG-related documents and preserve group history. All members must have access. The University may remove TEAMS sites that violate policies, ERG guidelines, create risk or liability, or conflict with UMB’s Core Values.
• ERGs may request a university email address for communication. Use must comply with university policies on technology and communication standards.
• IEIE may require a disclaimer on emails clarifying that the content has not been reviewed or endorsed by the University.

Outreach

• OIEIE maintains a list of all sanctioned ERGs to share with employees interested in joining.
• ERGs may submit content for the Elm (subject to editorial standards, deadlines, and operational limitations) to promote programming or raise awareness.
• A calendar of ERG meetings will be maintained and shared with employees interested in participation.

Financial Resources

• IEIE evaluates annual funding availability to support ERG activities. Allocation is based on objective criteria published in advance.
• All purchases using University resources must be made through the University and comply with finance and procurement policies.
• IEIE handles all recordkeeping and compliance related to ERG funding.