A guide to employee evaluation Performance reviews are held to provide feedback and to take inventory of your department’s most valuable asset, your workers. They provide you with an opportunity to establish a two-way understanding between yourself and your employees,...
All employees covered by this manual are considered “at will” employees, and either the employee or employer may terminate the employment relationship at any time without notice. Each party will endeavor to provide the other notice, but it is not required....
St. Mary’s University campus grounds and buildings are designed to provide an environment conducive to academic and occupational activities performed by students, faculty, staff and guests. For safety reasons, and to limit the disruption of University...
The St. Mary’s University Code of Business Conduct (“Code”) describes standards of conduct expected of all staff employees of St. Mary’s University (the “University”) when conducting University business. Although the principles set forth are not designed to govern or...
St. Mary’s shall treat AIDS the same as any other disease that may be contracted by University personnel. Victims of AIDS or other diseases will be permitted to teach, work and/or enroll in courses at the University unless the student or staff member’s personal...
The University prohibits sexual or romantic relationships under the following situations: Relationship with a student – it is prohibited for a member of the faculty, staff, advisory or alumni board members or for members of the Board of Trustees (non-students) to have...
All employees of St. Mary’s shall conduct their activities on behalf of the University, including but not limited to any research or writing activities, in such a fashion so as to meet and comply with all the requirements of the United States copyright laws and...
St. Mary’s will distribute via email to faculty and staff, and post on Gateway death announcements for: Currently employed faculty and staff (full-time and part-time)Retired faculty and staff*Marianists (including Marianists who lived on campus, but were not employed...
Dependents Enrolling in Classes at St. Mary’s Employees’ dependent children, under the age of 25, and spouses interested in attending classes at St. Mary’s as part of the tuition benefits or not as part of the tuition benefits (degree-seeking or...
Please read the Distracted Driving Policy, sign and return to your supervisor. In order to increase employee safety and eliminate unnecessary risks behind the wheel, St. Mary’s University has enacted a Distracted Driving Policy, effective 10/28/2013. Employees...
Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. It is the intent and obligation of the University to provide a drug-free, healthful, safe and secure work environment. The unlawful manufacture,...
In the event the University opening is delayed due to any type of emergency, the employee is required to report to work at the announced time. If the employee does not report to work, he/she will not be paid for that entire day unless the employee has sick or vacation...
Updated and Approved May 31, 2022 Employees Enrolling in Classes at St. Mary’s Full-time or three-quarter-time employees interested in attending classes at St. Mary’s as part of the tuition benefits or not as a part of the tuition benefits (degree-seeking or...
It may be deemed a conflict of interest in employment at the University for an employee to serve in a direct supervisory capacity over a relative or dependent, or in a situation where influence could be exerted on decisions concerning the status of their employment,...
Note: St. Mary’s University has developed interim policies and procedures guidance to comply with the Department of Education’s 2020 Title IX Final Rule revising the process that colleges and universities must use to receive and respond to reports of sexual harassment...
This interim guidance is intended to replace the procedural responses to reports of sexual harassment and misconduct that are addressed in the University’s Equal Opportunity, Nondiscrimination, Sexual and Other Forms of Harassment policy . The University will act on...
The Health Insurance Portability and Accountability Act (HIPAA) Privacy Rules, effective with respect to the University’s health plans on April 14, 2003, limit the University’s ability to receive and use individually identifiable health information (“Protected Health...
Purpose The primary purpose of the Service Scholarship is to help provide a quality Catholic school education in the Holy Cross tradition to those who serve the Church by working at the Pastoral Center, Our Lady of the Lake University, St. Mary’s University or...
The Immigration Reform and Control Act of 1986 (the Act) requires employers to verify both the identity and work eligibility of all new employees within three business days of employment. Employers must attest on an I-9 form that they have examined certain documents...
This interim policy and procedures guide to the University’s response to reported incidents of sexual harassment and misconduct has been created to comply with the Department of Education’s 2020 Title IX Final Rule revising the requirements under which colleges and...
The use of the University’s computer systems to access the Internet is a privilege, not a right. Abuse or misuse of the Internet is prohibited. Examples of abuse or misuse include, but are not limited to, using the Internet for unlawful or criminal purposes; using the...
Job Posting Approval The hiring supervisor will complete the Job Rationale, prepare or update the Job Description, assess budget funding and evaluate the salary market range for the job. The completed Job Requisition, along with the Job Rationale (approved by the area...
This is a new HR Policy. Performance reviews are held to provide feedback and to take inventory of your department’s most valuable asset, your workers. They provide you with an opportunity to establish a two-way understanding between yourself and your employees, as...
Employees of the University represent the University in the contacts that they have with students and with the public. Employees’ dress and grooming is expected to be neat and appropriate to the work in which each one is engaged. Proper respect must be accorded to all...
The University assumes no responsibility for personal property brought to the campus by employees or others. The University reserves the right to search the contents of University-owned vehicles, structures, and furniture of any kind, including offices, desks,...
Performance of personal work or services by an employee for a supervisor can be inconsistent with employee job responsibilities and can significantly reduce job satisfaction. It is, therefore, contrary to University policy to require an employee to perform personal...
No pets are allowed on campus unless approved as a service animal or as outlined in the Pet Policy for Live-on Employees or Residence Life Handbook for students. This includes all buildings and grounds on the main campus and property owned by St. Mary’s University...
Solicitation of employees for contributions toward wedding, birthday, farewell, and similar gifts is prohibited during regular working hours. Although appropriate expressions of friendship among employees are encouraged, these should not be an occasion of...
Evaluations are mandatory.Student workers who do not receive an evaluation may lose their work-study eligibility.Supervisors who do not turn in evaluations in a timely manner may have their work-study allocation reduced in part or all.Evaluations not received by the...
Attendance and Punctuality It is a student’s responsibility to report to work on time for every scheduled shift. If a student cannot work because of an illness or an emergency or will be late to work, he or she must notify his or her supervisor as soon as...
The CLSJ, which includes the Law School Clinical, Pro Bono and Externship Programs, receives funds through the Texas Access to Justice Foundation (TAJF). The TAJF has updated its grant eligibility policy with a stricter definition of “Relative” than that used by the...
In accordance with Title IX, the University does not discriminate on the basis of sex in the University’s services, educational programs, and activities, including, but not limited to admission to and employment by the University. Sexual harassment, which includes act...
The University acknowledges that the use of social media and related platforms is a viable means of connectivity both inside and outside of the work place. This policy recognizes that employees may occasionally desire to use social media for personal activities at the...
The University strictly prohibits the use, sale, manufacture, distribution, purchase, transfer, receipt, or possession of weapons during working time or while representing the University, whether on or off University campus or workplaces. The University’s Weapons...
(Approved by Executive Council November 09, 2021) It is the intent of the University to adhere to all laws and regulations that apply to the University and all employees are expected to share in this commitment. The support of all employees is necessary to achieve the...
The University is committed to a safe work environment, free of threats, intimidation and physical harm. All employees have a right to work in a safe environment and share the responsibility for assuring each other’s safety. The University prohibits physical assaults...
William Joseph Chaminade
