SECTION 4 EMPLOYMENT POLICIES
4.1 EQUAL EMPLOYMENT OPPORTUNITY
Willamette University embraces excellence through diversity, and strives to provide equal opportunities for employment and advancement to all employees and applicants, regardless of race, color, religion, sex, national origin, disability, age, sexual orientation, veteran status or any other status protected under applicable local, state or federal law. The University administers employment decisions, including hiring, promotions, compensation benefits, transfers, terminations, training, University-sponsored education, tuition assistance and other programs, in a nondiscriminatory manner. Questions regarding the University's equal opportunity policies and practices may be directed to the Director of Human Resources.
Personnel Files
Personnel files are maintained for faculty in three locations: the President’s Office, Human Resource Office, and the Dean’s Office. Faculty members may read the contents of their personnel files.
In the President’s Office are files containing employment contracts and vitae.
In the Human Resource Office are files containing copies of employment contracts and information pertaining to fringe benefits.
In the Dean’s Office are files containing vitae, material submitted by the individual faculty member, and correspondence relating to the faculty member’s professional life. This file may only be read by members of the Faculty Council, and the Dean of the College of Liberal Arts.
Willamette University conforms with the regulations and requirements of the Americans with Disabilities Act of 1990 as well as the Rehabilitation Act of 1973 and local and state laws governing employment of individuals with disabilities. If you are such an individual, please advise your supervisor or the Coordinator of Disabilities, if you so desire, of your disability and the nature of accommodation necessary to enable you to perform the essential functions of the job. We will attempt to assist you in identifying a reasonable accommodation for your disability.
Willamette University will not tolerate harassment of any individual because of that person's sex, race, religion, creed, color, age, national origin, ancestry, marital status, veteran status, disability, sexual orientation, or any other status protected under applicable federal, state, and local laws. Such harassing behavior should be avoided because conduct appearing to be welcome or tolerated by one employee may be offensive to another employee. Respect for the dignity and worth of others should be the guiding principle for our relations with each other.
Harassment may include display or circulation of written materials or pictures degrading to either gender or to racial, ethnic, or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, or minority group. Harassment may also include behavior which is personally offensive, creates an intimidating, hostile or offensive work environment, or interferes with the work performance of other employees.
Complaints of harassment in any form should be reported promptly to the immediate supervisor. Should the complaint be about the supervisor, it should be reported to the Vice President/Dean for that area or the Director of Human Resources. Complaints will be investigated and corrective action taken as determined appropriate by the University.
Willamette University strives to provide a community in which students, faculty, administrators, staff and other members of the community can work and live together in an environment free of all forms of harassment, exploitation, intimidation, and discrimination. Harassment is demeaning to all persons involved, and subverts the mission of the University. It is unacceptable conduct and will not be tolerated.
For complaints involving sexual harassment, see the complete text of the University's Sexual Harassment policy in Section 8.1, APPENDIX.
4.4 DRUG-FREE WORKPLACE POLICY
Willamette University is committed to maintaining a safe, healthy and drug-free professional and educational environment for all faculty, staff, and students. While few at the University are involved with illegal drugs, those who are involved in usage or trafficking at the University adversely affect the University's professional and educational environment. Such individuals impair our ability to maintain a safe campus that is free from the effects of drugs.
To this end, and to comply with our obligation under the Drug-Free Workplace Act of 1988, the unlawful use, sale, possession, manufacture, distribution, dispensation, or being under the influence of illegal drugs or controlled substances while on the job, on University property or at University-sponsored activities is strictly prohibited, and will be subject to immediate disciplinary action. The type of disciplinary action taken will depend on the situation. However, it might include termination, suspension, probationary conditions, required rehabilitation, referral for prosecution, or a combination of these measures.
Recognizing that there may be employees who have a drug problem, the University stands willing to assist in the resolution of that problem and encourages anyone to seek help. The University's employee medical insurance plans may include coverage for treatment of chemical dependencies. Additionally, the University's employee assistance program (EAP) provides free, confidential alcohol and drug assessment and counseling services for employees and their family members.
See the complete text of the University's Drug and Alcohol Policy in Section 8.2, APPENDIX.
Willamette University takes seriously its obligation to provide a safe, healthy environment for staff, students, and guests. Recognizing that smoke from tobacco products has direct adverse effects on the health of smokers and non-smokers alike and responding to growing concerns expressed by employees, all University buildings, with the exception of student rooms in residence halls, shall be designated non-smoking areas.
Smoking is permitted outside University buildings. To assist any University employee who wishes to quit smoking, the University may cover the cost of a cessation program that is approved in advance by the Director of Human Resources.
Individual complaints or concerns regarding this policy should be discussed with your supervisor or the Director of Human Resources. Those who violate this policy can expect sanctions to be imposed.
4.6 USE OF UNIVERSITY EQUIPMENT
During the course of employment, employees may have the use of university-owned equipment, such as offices, desks, chairs, computers, computer software, telephones, fax machines, copy machines, e-mail, Internet access, network accounts, etc. The University has the right of access to all of its assets, equipment, offices, buildings, machines, etc. Employees do not have a privacy interest in University material, equipment, or assets. Employees have a responsibility to use University equipment in a careful, professional manner for work-related purposes. Inappropriate, careless, wrongful, or improper use of university equipment, materials, or assets, as well as an employee's failure to assist in an investigation of wrongful use, will result in disciplinary action.
4.7 UNIVERSITY ASSETS AND PROPERTY
University assets and property, including equipment, supplies, and facilities, are to be used in a reasonable and prudent manner for conducting University business. Excessive, unnecessary, or unauthorized use of University equipment, supplies or facilities is not permitted.
Use of University equipment and supplies for personal reasons should be avoided. Instances of personal use of University equipment should be rare, and employees are responsible for reimbursing the University for the costs of using University equipment or supplies in those cases.
Misuse or damage of University property because of recklessness or gross or negligent indifference on the part of the employee may subject the employee to personal liability for damage, loss, or injuries to the person or property of third parties. It may also result in disciplinary action up to and including discharge.