Attendance and Punctuality
The University of St. Thomas expects employees to be attentive to work schedules. Employees have a responsibility to be on the job when scheduled, and to be on time. Unauthorized absence or tardiness may result in disciplinary action.
- Employees must be at their work station at the start of the work day and at the appropriate time after lunch and rest breaks.
- On an occasion when absence from work cannot be avoided, you should notify your supervisor. As much advance notice as possible should be given. If your supervisor is not available, contact the individual designated by the department head.
- Failure to notify your supervisor of any anticipated absence or delay in reporting for work may result in loss of compensation during the absence, and may be grounds for disciplinary action.
- Employees are encouraged to schedule medical, dental, and other medical related appointments after normal work hours, but should it be necessary to be absent during work hours, the supervisor should be given as much advance notice as possible.
- Employees who are absent from work for three consecutive days without notifying their supervisor (except in extenuating circumstances) are considered to have voluntarily terminated.
- Excessive absenteeism and tardiness may be reason for disciplinary action.
Responsible Use of Computing Resources
Confidential Nature of University Affairs
In the course of performing your duties, you may receive information that is confidential in nature. The university expects confidential information will be discussed only with those employees who have a demonstrated "need to know".
Any information regarding students and employees, with the exception of "directory information", will be regarded as confidential. Access to confidential or sensitive information will be limited to those employees who "need to know." Verification of employment should be handled through the department of Human Resources. In the absence of a written release of information by the employee, information provided for verification of employment will be limited to the employee’s job title and dates of employment.
Employees handling confidential information are responsible for its security. Extreme care must be used in the storage and/or destruction of confidential information. Disclosure of confidential information may subject an employee to disciplinary action.
Information regarding the university that is routinely made available to the public by advertisements or public notice may be shared with individuals in and outside the university. Other information about the operations of the university should not be discussed.
Conflict of Interest
Drugs and Narcotics
The University of St. Thomas complies with both the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act of 1989. Drug and alcohol abuse affects the health, safety and well being of employees and students, and restricts the university’s ability to carry out its mission. Therefore, the University of St. Thomas:
- Prohibits the unlawful possession, use or distribution of alcohol and illegal drugs by students and employees on all campuses and at all facilities of the university, or as part of the university’s activities;
- Prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances in the workplace.
Employees found in violation of the prohibitions stated above will be subject to disciplinary action, up to and including termination.
Employees reporting to work under the influence of drugs or alcohol are not allowed to remain on the university property, and should be escorted home.
Employees experiencing problems resulting from drug or alcohol abuse are encouraged to seek help through the Employee Assistance Program. An employee's performance of his or her job duties should always be the basis for corrective action - not the fact that an employee is seeking or has sought counseling through the Employee Assistance program.
Harassment and Workplace Violence
The University of St. Thomas prohibits behavior that is disrespectful or harassing to another individual. Such behavior is demeaning, destructive and causes isolation to the individual(s) who are targeted and creates an environment that is not true to the university's Catholic tradition. As a Catholic university committed to Judeo-Christian values, we expect all members of this community to treat one another with mutual respect and civility. The following examples are illustrative of the types of behaviors that will not be permitted, but are not intended to be all-inclusive:
- Attacks or unwelcome physical contact directed at an employee, student, or visitor at the University.
- Verbal, physical, or emotional intimidation through the threat of force or violence toward the body, possessions or residence of a University community member.
- Verbal assaults, use of slang references, racial epithets, and jokes that demean and degrade any person due to their race, color, gender, culture, sexual orientation, national origin, age, ability, language competency, religious tradition, economic status; and verbal or physical portrayals which perpetuate stereotypic beliefs and attitudes.
- Non-verbal offensive behavior, hostile attitude, hostile or offensive gestures, graffiti, offensive written materials.
- The use of profanity or abusive language.
- The possession of firearms or other weapons on university property.
- Assault on a fellow employee, student, or visitor at the University.
Any university employee found to be in violation of this policy will be disciplined and could result in immediate termination of employment.
Any employee who believes he or she has been a victim of discrimination or harassment should report the behavior to his/her immediate supervisor or the Human Resources department. Action will be taken in a timely manner to follow-up on your complaint. If your complaint is not resolved to your satisfaction, the formal grievance process may be initiated.
Hate Crimes and Bias-Motivated Incidents Policy and Procedures
Personal Appearance of Employees
Employees' dress and grooming should be appropriate to the work situation. The appearance of employees shall be based on the following guidelines:
- Employees are expected to dress in a manner that is normally acceptable in business establishments for the type of responsibilities of the employee and the department in which they work.
- The dress of service and trade workers shall take into consideration the requirements of safety and comfort. Most service and trade workers will be provided with uniforms supplied by the university.
- Maintenance of these uniforms is the responsibility of the employee.
- Uniforms are to be kept clean and in good repair.
It is important for all employees to work together and behave in a manner that promotes the efficient operation of the university and ensures a pleasant working environment.
Behavior that supports this philosophy includes, but is not limited to:
- being at the work station ready to work at the start of the scheduled shift;
- notifying the supervisor when absent from work or unable to report to work on time;
- following all university safety and health regulations; smoking only during rest and meal breaks, and only in "smoking permitted" areas;
- wearing appropriate clothes for the job;
- performing assigned tasks efficiency;
- maintaining a clean and orderly work station;
- treating all customers and visitors of the university with an efficient, pleasant, service-oriented attitude;
- refraining from offensive or undesirable behavior.
Behavior that does not promote an efficient, pleasant work environment is prohibited and may result in disciplinary action. Any conduct not appropriate to a good work environment may subject an employee to disciplinary action up to and including termination. Following are examples of inappropriate behavior; these are not intended to be all-inclusive:
- unauthorized manufacture, distribution, possession or use of controlled substances including alcoholic beverages, illegal drugs, or narcotics on university property;
- reporting to work while under the influence of controlled substances including alcohol, illegal drugs or narcotics;
- theft or misuse of university property or of another employee’s property;
- gambling on university property;
- sabotaging physical or computerized records;
- falsification of any university record or report, including employment application and time records;
- punching time cards for others.
Personal Phone Calls and Mail
The telephone and mail facilities at the University of St. Thomas are important communication tools for employees and the university’s customers and business associates. For that reason, the university’s telephone lines should be confined to business calls. Personal calls should be limited to those that are absolutely necessary and should be as brief as possible.
To avoid an increase in volume of mail, employees should not use the university’s address for receiving personal mail. Outgoing personal mail, however, may be handled through the university’s post office.
University stationery should not be used for personal correspondence.
Possession Of Weapons and Firearms
The University of St. Thomas prohibits all weapons on university property except where possession of a weapon is a requirement of an individual’s job. Weapons include dangerous instruments that can be used to inflict bodily harm upon individuals or cause damage to buildings. Examples of weapons include, but are not limited to, firearms, pistols, guns, explosives, knives, fireworks, and anything that is not defined as a weapon but is used as a weapon in a dangerous, violent manner.
Employees are prohibited from having weapons anywhere while on university property (except where possession of a weapon is a requirement of an employee’s job). This includes carrying weapons on their person, in their clothing, a purse, backpack, locker, motor vehicle or in their office. Employees are also prohibited from carrying weapons anytime they are acting in the course and scope of employment (such as business travel, attendance at seminars, traveling to and from meetings, and during off campus meetings).
This policy applies to all employees (staff, faculty and student employees) and also prohibits employees from bringing visitors to campus who violate this policy. Violation of this policy by an employee will result in discipline, up to and including immediate termination of employment.
The safety and security of all students, staff and faculty is of paramount importance to the university. The university, therefore, reserves the right to inspect university property as well as an employee’s personal property while located on university premises.