September 20, 2020

Richardson Column in The Free Lance-Star

UMW College of Business Dean Lynne Richardson

UMW College of Business Dean Lynne Richardson

College of Business Dean Lynne Richardson’s latest column in The Free Lance-Star is titled “The Best Way to Handle Salary Increases.”

During my first eight years in the workplace, I received an annual salary increase. While that was terrific, my raise percentage was the same as every other person in the business school. A new dean arrived and changed the model. In the following five years at that same business school, raises were given each year, but the percentages varied based on performance.

Some organizations today follow the ‘across-the-board’ increase model. For example, there are large firms that hire many college graduates every summer at the same salary (and the only variances across the country are due to cost of living considerations). So perhaps they hire everyone in the Atlanta office at a salary of $50,000. All new hires are trained and do, more or less, the same job. After a year, everyone gets the same pay increase. Performance has nothing to do with how the raises are determined. Some firms have used this model for years. Read more.

Larus Quoted in South China Morning Post on U.S.-China Relations

Professor and Chairman of the Department of Political Science and International Affairs Elizabeth Freund Larus

Professor and Chairman of the Department of Political Science and International Affairs Elizabeth Freund Larus

Professor Elizabeth Freund Larus, Chairman of the Department of Political Science and International Affairs, commented in the South China Morning Post Sept. 3 that China has become a bipartisan issue. No matter if the next presidential administration is Democrat or Republican, the U.S. will take a hard line in treating China as a challenger. The SCMP is Asia’s main source of regional and international news. Read the article at

Flexible Workplace: Support for K-12 Parents

A message from the Office of Human Resources. 

Dear Colleagues,

COVID-19 has presented challenges for the workforce since early spring; UMW staff and faculty have kept the university running without missing a beat, and that has taken enormous effort and dedication. The past months have required all of us to be creative and flexible in our approach to how work gets done, and we’ve learned a lot so far! Everyone has done an outstanding job of adapting to telework or hybrid arrangements. We continue to be challenged to find new ways of working and communicating.

Now that the new school year has begun, there is an even greater need for flexibility in the workplace. K-12 schools have resumed in a primarily virtual format, which means many parents and caregivers will be required to supervise their children’s schooling while also performing their own job duties. UMW values its workforce and we recognize how challenging it is for families to ensure their children’s needs are met while also striving to meet the demands of their jobs.

It’s important to support those in our workforce who are serving the dual role of UMW employee and school teacher for children at home. With this in mind, we encourage you and your manager to collaborate and think flexibly about how your work is best performed, how the job is structured, how the work of the team is organized, and what kind of changes may be made to support you and your colleagues at this time, while maintaining effective departmental operations.

Some options may include:

  • Use of Families First Coronavirus Relief Act (FFCRA) and personal leave for either initial positioning of your children for learning success (first few weeks of the school year), or daily support of your children’s learning
  • Schedule changes to days worked, including, as applicable, evening and weekend work
  • Schedule changes to hours worked, for example, working from 6 a.m. to 9 a.m., and then from 3 p.m. to 8 p.m.
  • Restructured jobs to support telework or weekend hours
  • Reorganized team operations and work schedules
  • School Assistance and Volunteer Service Leave (SCSL) may be used by employees with students engaging in virtual learning this fall. The policy permits up to 16 hours per leave year for employees to assist in the education of their child, step-child, or child for which the employee has legal custody. Any SCSL hours already used since January 10th must be deducted from the 16 hour allotment

If you need help coping with the additional stress of home-based schooling, the EAP can help – it’s confidential, free and available 24/7.

Managers and supervisors are encouraged to contact Human Resources with questions or for additional guidance.

Listed below are links to telework resources for employees and supervisors; many of these may already be familiar as they were distributed several months ago, but I encourage you to revisit the links of interest to you.


Telework Resources for Supervisors:

Teleworking: Guidance and Assistance for Supervisors and Managers
Tips:  Managing Remote Employees
Teleworking Learning Tools – March 31, 2020
Leading Virtual Meetings– Microcourse from DDI and  Dr. Steven G. Rogelberg
COVID-19 Has My Teams Working Remotely: A Guide for Leaders– Gallup
15 Questions About Remote Work, Answered – Harvard Business Review

Telework Resources for Employees:

15 Questions About Remote Work, Answered– Harvard Business Review
Telework Fundamentals – Employee Training  
Teleworking Learning Tools – March 31, 2020
DHRM-WC – Safety Tips for Teleworkers – COV Learning Center course to help educate teleworkers on typical safety hazards encountered while working from an alternative work location.


Thank you,

Beth Williams
Executive Director for Human Resources
University of Mary Washington

Mitchell Published in Journal of Extension

Gayle Mitchell, Director of the Rappahannock Scholars Program

Gayle Mitchell, Director of the Rappahannock Scholars Program

Rappahannock Scholars Director Gayle Mitchell’s article, “Increasing Participation of Women in Agriculture Through Science, Engineering, Technology and Math Outreach Methods,” appeared in the April 2020 edition of the Journal of Extension. This article, written with Robin Currey, Ph.D., was the culmination of Mitchell’s research for her Master of Science degree in Sustainable Food Systems.

The article explores how the use of Science, Technology, Engineering, and Math (STEM) outreach models can help retain more women in the field of agriculture.

Read the article here:


McMillan Quoted in the New York Times

Assistant Professor of Historic Preservation Lauren McMillan

Assistant Professor of Historic Preservation Lauren McMillan

Lauren McMillan, assistant professor in the department of historic preservation, was recently quoted in a New York Times story entitled “Roanoke’s ‘Lost Colony’ Was Never Lost, New Book Says.”

Foss Publishes Book Chapter in Routledge Companion to Literature and Disability

Cover of The Routledge Companion to Literature and Disability

Cover of The Routledge Companion to Literature and Disability

Professor of English Chris Foss has published a book chapter entitled “‘Here There Be Monsters’: Mapping Novel Representations of the Relationship between Disability and Monstrosity in Recent Graphic Narratives and Comic Books” in The Routledge Companion to Literature and Disability, a significant new collection of essays edited by Alice Hall that according to the press “brings together some of the most influential and important contemporary perspectives in this growing field” of disability studies. Notable names among the contributors include Elizabeth Donaldson, Chris Gabbard, Leon Hilton, Petra Kuppers, David Mitchell, Michael Northen, Sami Schalk, and Jess Waggoner.

Foss’s chapter argues that three recent comics texts each present an instructive range of ambiguous, disabling, but above all enabling possibilities where the nexus of disability and monstrosity is concerned: the highly praised comics collections Monstress [Volumes 1 and 2] by Marjorie Liu and Sana Takeda (2016-17), the much ballyhooed debut graphic novel My Favorite Thing is Monsters [Book One] by Emil Ferris (2017), and the unheralded four-page Monster Girl comic by Helene Fischer (2017). These texts offer an illuminating starting point for the further exploration of the metaphorical assumptions about disability and monstrosity with which they engage, all the while reaffirming the crucial role of the genre’s own hybridity in foregrounding such considerations. That is, the location of the monstrous body in this particular textual format offers a range of diverse possibilities for both reinforcing and exploding the normative borders that have been constructed to define what is monstrous as dangerous/deformed/diseased. What is more, these texts encourage an intersectional approach to how multiple other facets of the monstrous (such as class-based/socioeconomic, ethnic/racial, and gendered/sexual aspects) overlap with disabled monstrosity and together blur, cross, deconstruct, and/or erase numerous lines along their various borders around the human.

Barrenechea Publishes Essay on Cinematic Dracula

Professor of English Antonio Barrenechea

Professor of English Antonio Barrenechea

Antonio Barrenechea, Professor of English, recently published “Dracula as Inter-American Film Icon: Universal Pictures and Cinematográfica ABSA” in Review of International American Studies, the flagship journal of the International American Studies Association:

The Women’s Leadership Colloquium @UMW To Host Virtual Conference on November 5

2020 Keynote, Charmaine McClarie

We Are Virtual for 2020!

Featured on Thursday, November 5 is a keynote presentation from dynamic speaker Charmaine McClarie.

Charmaine McClarie is an author, C-suite adviser, keynote speaker, executive coach, and executive presence authority who helps leaders have their best year ever. She has worked with leaders in 27 industries across five continents. Her clients include top executives from Coca-Cola, Gilead Sciences, Humana, Johnson & Johnson, MasterCard, Starbucks, and T-Mobile.

The half-day event also includes a variety of enriching seminars and discussions. Attendees will also have the opportunity to sign up for 1:1 professional coaching sessions in the afternoon.

The Location and Other Info

The 27th Annual Women’s Leadership Colloquium @UMW has been re-imagined, and we are excited to announce that the conference will take place virtually for 2020!

Get Your Red Ready! Since the conference is virtual this year, we encourage all attendees to wear RED! Adding a splash of red to your outfit will unite us while apart.

For more information and questions, e-mail


$59  Morning Session (9:00 a.m. – 12:00 p.m.)
Includes keynote, post-keynote breakout, and selected breakout session of participant’s choosing
$20  Coaching Session (1:00 p.m.- 5:00 p.m.)
Includes one 45 minute coaching session with professional coach
$30  Senior Leader Session (1:00 p.m. – 2:00 p.m.)

*A meeting link for each session will be sent in a separate email to all attendees the week of the Colloquium.*

Student Registration

We welcome and encourage students at this event. The student rate is $20 for the morning session.

Register a student – open on September 1

1:1 Coaching

Attendees will have the opportunity to sign up for 1:1 coaching sessions with professional career coaches. A limited number of 45 minute sessions will be available on a first come, first served basis. Attendees will be assigned to one of seven experienced and engaging coaches and sent their time slot and meeting link as the event date approaches. Deadline to register for for coaching is 5:00pm on Thursday, October 29.

Senior Leader Session

If you are responsible to a board of directors or lead a team of senior leaders or managers, then join communications strategist, Charmaine McClarie, for a highly interactive senior leaders’ session. This session will enable you to discover new ways of communicating that focus on what matters, engages and influences your constituents and delivers results for your enterprise. This interactive session with other regional senior leaders will challenge your thinking and provide you with actionable tools that you can apply immediately.

My role is one of the following:

  • CXO, Chief [Executive, Financial, Administrative, People, Human Resources] Officer
  • President, Partner
  • Vice President/Provost
  • Executive Director/Dean/Senior Director/Senior Manager
  • Director
*Fee Disclosure Statement: Payees will incur a 2.75% service fee for each online transaction. Refund policy: Refunds are not given. Registrants unable to attend may send a substitute.

University of Mary Washington Museums to Reopen September 14

Two museums administered by the University of Mary Washington will reopen to the public on Monday, September 14, 2020 after a six-month shutdown caused by the COVID-19 pandemic.

Gari Melchers Home and Studio at 224 Washington Street in Falmouth is a National Historic Landmark that interprets the legacy of American impressionist painter Gari Melchers (1860-1932) and the 18th-century Belmont estate he and his wife, Corinne Lawton Melchers (1880-1955), purchased in 1916. Melchers was a widely-respected and prolific artist whose work included portraits of prominent figures in business and politics, as well as landscapes and figure paintings. The property was bequeathed to the Commonwealth of Virginia by Corinne Melchers and opened to the public in 1975. It features a furnished house, Melchers’ spacious studio, and galleries showcasing the world’s largest collection of his works. The 27-acre site includes a pavilion for programs and rental events, ornamental landscaping, and woodland walking trails. The museum store and visitor center building serves as the Stafford County Tourist Information Center. For more information, including policies related to COVID-19, visit

The James Monroe Museum at 908 Charles Street in Fredericksburg is a National Historic Landmark that interprets the life and legacy of James Monroe (1758-1831), a soldier, statesman, diplomat, and fifth president of the United States. Monroe’s fifty-year career included negotiation of the Louisiana Purchase Treaty, influential involvement in securing the Missouri Compromise, and the 1823 foreign policy statement that bears his name, the Monroe Doctrine. The museum, located on the site of Monroe’s law office, exhibits furniture, household items, paintings, and other decorative arts objects, many with a history of White House use. For more information, including policies related to COVID-19, visit

Both museums will be open to general visitors only, with no public programs or facility rentals through the end of 2020. They will operate with physical and policy adaptations to mitigate the effects of COVID-19 as required under Forward Virginia Phase 3 and #ForwardUMW. Measures include increased cleaning, provision of hand sanitizer stations for visitors, limitations in group size, and adjusted traffic flows. Visitors will be required to wear masks inside museum buildings and practice social distancing. Specific COVID-related details are noted on the museums’ websites.

“All of our staff members are eager to welcome visitors back to our museums,” observed Scott Harris, Executive Director of UMW Museums. “We significantly increased our online educational content during the shutdown, and will continue to provide these resources, but nothing equals the thrill and impact of visiting in person.”

Update on Police Community Advisory Panel

To the UMW community:

President Paino convened The UMW Police Community Advisory Panel (CAP) in the wake of the protests (the Protests) in Fredericksburg May 31st and June 1st, 2020, and the impact of police involvement on members of our UMW Community. CAP was charged with providing a full and open accounting of the events surrounding the Protests with a focus on the role played by the UMW Campus Police. The objective of this inquiry is to (i) distill lessons learned from the events and (ii) recommend to the President, if warranted, changes to UMW Campus Police policies, procedures and practices to ensure that campus police operations are aligned with UMW’s Statement of Community Values (ASPIRE). Within this inquiry, CAP has also been asked whether, and in what way, should the role of the campus police be reframed to reflect the current climate on campus, in Fredericksburg, and across the country.

The CAP members originally convened represent students, faculty, staff, and Fredericksburg community members. UMW Police Chief Michael Hall was later appointed as an ex-officio member to (i) help CAP navigate campus policies and the complex local, state and federal laws and regulations governing policing practices; and (ii) provide timely access to data and other information essential to meeting CAP’s charge. Further, Chief Hall brings the campus police perspective to the table. His participation is important to satisfy our obligations to ASPIRE, which require each of us to act with integrity, inclusiveness, and respect for all points of view.

Our focus to date has been data gathering – building a foundation of information and resources to support our discussions and future recommendations. Dr. Debra Schleef, Associate Provost for Institutional Analysis & Effectiveness, is working with CAP to develop a Campus Climate Survey on UMW campus policing that will be distributed for student input no later than September 30, 2020. CAP is also consulting with the Board of Visitors to complete an internal audit of the Campus Police Department, also expected before the end of September. Both the campus climate survey and the internal audit will provide CAP with insight on the role and effectiveness of the UMW Campus Police.

Community engagement is an imperative if CAP is to meet its objectives and provide meaningful recommendations. After the August 21st email outreach to the UMW community, we heard from several community members present at the Protests who expressed a willingness to share their experiences with CAP. We are scheduling times for individual conversations with these community members. CAP also received a copy of the August 23rd demand to defund the UMW Campus Police from the Radical Students’ Union, the Black Student Association, the Latino Student Association, and the Jewish Student Association. CAP has invited representatives from these groups to discuss their position and ideas with CAP. Beyond the campus climate survey, we will be organizing future opportunities for members of the community to engage with CAP. To ensure that all community members feel that they may express themselves freely, Chief Hall will not participate in CAP meetings where conversations with individual community members are scheduled. Where CAP offers an opportunity for public conversation, all community members will be welcome.

We encourage all community members to reach out to CAP to share their experiences with the UMW Campus Police and their perspectives on how policing should be conducted to fit our community’s needs. You may share comments and request for a meeting using the CAP Comment Form.

We appreciate this opportunity to contribute to our UMW community.

Rhonda S. VanLowe
Secretary, Board of Visitors
Chair, UMW Police Community Advisory Panel