Employment
Policies
Affirmative
Action/Equal Employment Opportunity
It
is Saint Louis University's policy to administer its
various personnel programs-compensation, benefits, transfers,
layoffs, University-sponsored training, education and
social activities-to avoid practices which, directly
or indirectly, prevent any staff members from gaining
their full benefits.
The
office of diversity and affirmative action is a resource
for faculty, staff, administrators and students on issues
related to the University's equal employment opportunity
and affirmative action policies and programs. Any member
of the Saint Louis University community may contact
the office of diversity and affirmative action with
a concern, to seek information, or to file a complaint
regarding employment discrimination (see grievance procedure).
The
University is committed to taking affirmative action
so that qualified minority group members, females, veterans
of the Vietnam era, persons with disabilities, disabled
veterans, and other protected groups are introduced
into the workforce in an atmosphere that encourages
them to aspire to opportunities for promotion.
The
University recognizes its responsibilities to persons
with disabilities, disabled veterans and veterans of
the Vietnam era. All such individuals will receive the
same opportunities and privileges as any other applicant
or staff member.
The
management of Saint Louis University is committed to
equal employment opportunity. It is the University's
policy to recruit, hire, train, promote, and in every
way provide fair treatment on the basis of merit without
regard to race, color, sex, religion, national origin,
disability, age, sexual orientation, or veteran status.
All policies are administered in a manner consistent
with our Catholic, Jesuit identity. Reasonable workplace
accommodations will be made upon request for staff with
disabilities.
Collective
Bargaining
Saint
Louis University believes that good management results
in good staff relations. In recognizing the right of
individuals to affiliate with collective bargaining
units, the University does so without surrendering its
right to manage.
Staff
members belonging to a bargaining unit are subject to
all University rules and regulations except those from
which they are exempt as defined in their bargaining
agreement.
Employee
Identification (SLU Card)
Please
see "The SLU Card" information in the previous
section, Special Services and Facilities.
Employment
of Relatives
The
University considers relationships by family or marriage
as neither an advantage nor a disadvantage with respect
to employment or appointment. However, immediate family
members (spouse, parent, grandparent, child, sibling,
in-law, or other relative living in the household) shall
not supervise or be supervised by one another.
Exit
Interviews
Exit
interviews with the human resources office are normally
scheduled for staff members who leave the University.
Staff members are urged to provide comments and suggestions
on an exit interview form that serves to help improve
future University/staff relations as well as to provide
information to employees regarding their final checks,
benefits, etc. The staff member's responses and suggestions
are held in strict confidence.
The
exit interview form may be completed online. The online
form is available at http://www.slu.edu/services/HR/hrforms.html.
To schedule an exit interview, call human resources
at 977-2360.
Immigration
Law Compliance
Saint
Louis University employs only U.S. citizens or other
individuals who have the legal right to work in the
United States. The University complies with the rules
and regulations of the Immigration Reform & Control
Act of 1986 and with the Immigration Act of 1990. All
staff members must provide proof of identity and eligibility
within 72 hours of their first workday. To retain their
employment status, employees must provide proof of continued
eligibility no later than 72 hours after their work
eligibility expiration date.
Job
Posting
Staff
members are encouraged to explore career development
opportunities at the University. Employees who have
successfully completed the orientation period may apply
for a transfer or promotion. Those who are still in
their orientation period may be eligible for promotion
if the new position is within their department. The
human resources office will prepare and display all
employment opportunities for a minimum of three days
(including one business day), as required. In most cases
the "job posting" includes the job title,
minimum qualifications required to perform the job and
the salary range. The positions are also posted on the
Web at http://jobs.slu.edu.
To
be eligible to apply for a posted position, staff members
must meet the minimum hiring specifications for the
position, be in good standing in terms of their overall
work record and have been in their current position
for a minimum of six months. Staff members are not required
to notify their supervisors when submitting an application
for a posted position. However, if the staff member
is a finalist for the position, his/her supervisor will
be notified prior to completion of the application process
for, among other things, a recommendation.
Staff
members are responsible for monitoring job vacancy notices
and completing an application online. Applicants must
attach their application to open positions. Cover letter
and resume may also be attached.
Medical
Examinations
As
part of the Medical Center's employment procedures,
an applicant may be required to undergo a pre-employment
medical examination that is conducted by a physician
designated by Saint Louis University. Any offer of employment
that an applicant receives from Saint Louis University
is contingent upon, among other things, satisfactory
completion of this examination and a determination by
the University and its examining physicians that the
applicant is capable of performing the essential functions
and duties of the position that has been offered.
As
a condition of continued employment, any University
staff member may be required to undergo periodic medical
examinations to certify their "fit-for-duty"
status. In connection with these examinations, staff
members are required to provide the University with
access to their medical records if requested.
Further,
it should be understood that the University receives
a full medical report from its examining physicians
regarding the applicant or employee's state of health.
Saint Louis University generally pays in full for medical
examinations required by the University.
Questions
about required medical examinations should be directed
to the department supervisor or the human resources
office.
New
Employee Orientation Program
During
a staff member's first weeks of employment, the staff
member must participate in new employee orientation.
This program provides information regarding the history,
mission and philosophy of the University, affirmative
action, safety and security. Staff members are encouraged
to ask questions so that they will understand the guidelines
that affect and govern their employment with the University.
In
addition, the staff member must also participate in
a benefit orientation session.
Orientation
Period
All
new and current staff members who change jobs have a
six-month orientation period. This period is designed
to allow an appropriate orientation, training and evaluation
period for the staff member. It also provides time for
staff members to assess their aptitude for and interest
in the office. If the University or the staff member
concludes that continued employment is not in the best
interest of either, the relationship may be ended.
The
supervisor will provide training, guidance and feedback
throughout the orientation period, giving the new employee
the opportunity to reach the desired level of performance
in a timely manner. All staff members are subject to
corrective counseling. However, supervisors of staff
members in the orientation period normally will not
be required to complete all corrective-counseling steps
prior to terminating an unsatisfactory employee.
Staff
members in the orientation period have the same benefits
as all other University staff members except where specifically
stated otherwise in University policies. Under normal
circumstances, a new employee is not eligible to take
vacation during the orientation period; however, there
may be occasions where approval may be given. A written
request must be made by the staff member to the supervisor,
who will consider the request in conjunction with the
human resources office. Staff members who have transferred
or been promoted or demoted are eligible to use their
accrued vacation time during the orientation period.
Outside
Employment and Activities
The
University recognizes and supports staff members' involvement
with their families, outside activities in their communities,
educational pursuits and recreation. However, employees
should manage their time so that such activities do
not interfere with their work performance.
The
University discourages but does not prohibit "moonlighting"
(holding a second outside job). However, it does require
that there be no conflict of interest involved. In addition,
the second job cannot interfere with the employee's
scheduled work hours and work performance.
Performance
Communication Program
The
Performance Communication Program (PCP) is designed
to help employees understand their roles and expectations,
continue to learn, and participate in the improvement
of Saint Louis University through improved communication.
The supervisor will schedule a semi-annual performance
discussion with the employee. Employees are encouraged
to initiate the meeting if the supervisor is not timely.
Prior to the discussion, the employee will complete
the Employee Self-Assessment Worksheet; the supervisor
will complete a summary of the employee's performance
since the last formal discussion addressing each of
the discussion points on the Performance Communication
Discussion Form. Before the performance discussion,
the supervisor and the employee should have already
discussed the job description, performance standards,
and departmental goals. These and other documents relevant
to the employee's performance should be on hand during
the discussion.
In
addition to the semi-annual performance discussions
described above, supervisors are to hold these discussions
at three and six months during a new employee's orientation
period. Forms are available online at http://www.slu.edu/services/HR/hrforms.html.
Personnel
Records
All
official personnel records are maintained by human resources.
It
is important to have current information in each personnel
file. It is the responsibility of the employee to notify
human resources of any change of name, address, telephone
number, education, or job-related training or to update
the information online utilizing Banner Self Service
at https://fsselfserv.slu.edu
Personnel
files are confidential; however, they are accessible
in the following circumstances:
