UST Policies and Procedures
Safety and Security
The University of St. Thomas makes every effort to provide a safe and healthy work environment for all employees. Employees are expected to follow the safety and health requirements established by the University as well as Federal, State, and local laws.
- In case of an emergency call Public Safety and Parking Services at 651-962-5555.
- For all other non-emergency calls to Public Safety and Parking Services, call 651-962-5100.
In the event of a fire, all individuals in the building will be evacuated and directed to the nearest exit. At the sound of the fire alarm, you are expected to immediately leave your workstation and exit the building.
- Elevators should not be used during a fire evacuation.
- Once outside, all individuals should stay a minimum of 100 feet away from the building and should not reenter the building until the all-clear signal is issued by the fire department.
At the sound of the National Weather Service siren (excluding Wednesday test periods), all office personnel and office occupants should go to the lower level of the building they are in and await further instructions. Be sure to stay away from windows.
All work-related injuries, however minor, must be immediately reported to your supervisor and the Human Resources Department. A First Report of Injury will be filed with the Minnesota Department of Labor and Industry for each reported injury. First aid treatment may be provided through the university’s Health Services or by a Security Officer.
Equal Employment Opportunity
The University of St. Thomas affirms its policy of providing Equal Opportunity to all employees and applicants for employment in accordance with all applicable Equal Employment Opportunity/Affirmative Action laws, directives and regulations of Federal, State and Local governing bodies or agencies, specifically including Chapter 139.50 and 141 of the Minnesota Civil Rights Ordinance and the Rules and Regulations as applicable.
The University of St. Thomas will not discriminate against or harass any employee or applicant for employment because of race, color, creed, religion, ancestry, national origin, sex, sexual orientation, disability, age (40 and over), marital status, or status with regard to public assistance. With respect to religion and creed, as permitted by law, the university reserves the right to exercise discretion in employment decisions to employ persons who share and are committed to the values and mission of the university.
The University of St. Thomas will take Affirmative Action to ensure that all employment practices are free of such discrimination. Such employment practices include, but are not limited to: hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, selection for lay-off, disciplinary action, termination, rates of pay or other forms of compensation, and selection for training including any future apprenticeships or internships. We will provide reasonable accommodation to applicants and employees with disabilities.
The University of St. Thomas prohibits the harassment of any employee or job applicant on the basis of their protected class status.
The university affirms the value of cultural diversity for all students and employees.
The University of St. Thomas fully supports the incorporation of nondiscrimination and Affirmative Action rules and regulations into contracts.
The University of St. Thomas will evaluate the performance of its management and supervisory personnel on the basis of their involvement in achieving Affirmative Action objectives in addition to other criteria. Any employee of this university, or sub-contractor to this university, who does not comply with the Equal Opportunity Policies and Procedures as set forth in this statement and plan may be subject to disciplinary action.
The University of St. Thomas has appointed Dr. Susan Alexander, Executive Advisor to the President, to manage the Equal Employment Opportunity Program. Her responsibilities will include monitoring all Equal Employment Opportunity activities and reporting the effectiveness of this Affirmative Action Program, as required by Federal, State and Local agencies. If any employee or applicant for employment believes he/she has been discriminated against, please contact Susan Alexander at 651-962-6031 or the Dean of Students.
Student employees may file a grievance if they feel a term or condition of their employment has been violated.
Students are encouraged to deal with conflicts with the supervisor(s) directly, to the point with which they are comfortable.
If the conflict is not resolved within the department, the student may contact the Human Resources Department to further pursue their concern and/or bring the grievance to the Dean of Student Life. Refer to the Student Policy Book for further information.
Technology Policies and Standards
The Department of Information Resources and Technologies (IRT) has established guidelines for the use of the telecommunication system, computer software and hardware on campus. You can view the guidelines online or contact IRT at email@example.com.
Sexual Harassment Policy and Procedure
Sexual harassment is a form of misconduct that may compromise the integrity of human relationships, can affect employee morale and performance, and can threaten the sense of security and well-being of all individuals. Sexual harassment can undermine the atmosphere of trust and respect that is essential to creating and maintaining a healthy working and learning environment.
The university has adopted a policy designed to investigate and resolve such claims in a direct and thorough manner while respecting the rights of all parties involved.
Harassment & 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 mission. 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 Dean of Students. 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 & Bias-Motivated Incidents
The University of St. Thomas continually strives to meet the highest standards of respect and civility that are both implicit and explicit in its vision, mission, and convictions. It is the university’s goal that no member of the University community shall be subject to any physical or verbal harassment, abuse or violence based on the individual’s race, color, gender, sexual orientation, age, national origin, religion or physical or mental disability. The value placed upon human dignity and diversity should be interpreted as augmenting, not infringing upon, “freedom of expression”, or “academic freedom.”
As a result, the university has adopted a policy and procedures designed to address claims of hate crimes and bias-motivated incidents in a direct and thorough manner while respecting the rights of all parties involved.