Welcome to Xavier University
At Xavier, our career opportunities garner
significant interest. And, as a result, we
receive an abundance of diverse
applications from people interested in
working here.
We like to think that says a lot about Xavier.
Your selection from a large pool of qualified
applications says a lot about you, too.
Congratulations, and welcome to the Xavier
family!
Section 1: About t h e Organization
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Xavier’s Heritage
Xavier University was founded by the Bishop Edward Dominic Fenwick in 1831 as the first
Catholic college in the northwest Territory. Called the Athenaeum, the college was dedicated
to St. Francis Xavier. The Athenaeum was built next to Cincinnati’s first cathedral on Sycamore
Street between Sixth Street and Seventh Street. At the time, Cincinnati was the sixth-largest
city in the nation with 25,000 residents. The Athenaeum was renamed St. Xavier College in
1840 when the bishop asked the Society of Jesus to come to Cincinnati and operate the school.
The campus moved to Avondale Athletic Club in 1919, and was renamed Xavier University in
1930.
In 1831, Xavier served 60 high school and
college students of all religions. Most early
students came from the South, jeopardizing
enrollment during the Civil War. Tuition in
1840—when the Jesuits arrived—was $40
per year. Board was $130, which included
washing and mending of clothes.
Night classes were first offered in 1841.
Popular subjects included German and
bookkeeping, which raised revenue for the
college while the Jesuits recruited full-time
students. St. Xavier College built a reputation for scholarship. It also was known for discipline
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by “rod and ferrule” compared to the “lawlessness” of most schools of the day.
The first student organization was the Philopedian Society for debaters in 1841. The Xaverian
newspaper was founded in 1917, the student council in 1923, band in 1926 and the reserve
officer’s training corp in 1936.
Summer cl
asses were introduced in 1914, primarily for the convenience of religious sisters
who taught the rest of the year. Women were admitted to the evening division in 1918, to the
graduate school in 1948 and to all undergraduate colleges in 1969. With the acquisition of
nearby Edgecliff College in 1980, women undergraduates slightly outnumbered men.
Enrollment grew dramatically during World War II. The U.S. Army Corp trained 1,808 pilots in
Xavier classrooms in 1943 and 1944. Enrollment for academic classes was less than 100 in
1944, but after the war it jumped to 1,780—of whom 60 percent were veterans.
Currently, Xavier University has over 6,500 students, and offers 90+ majors at the
undergraduate level and 40+ graduate programs including 3 doctoral program. The
University also makes attending school easy for those over age 22. The Center for Adult and
Part-time Students offers undergraduate programs specifically designed for full-time or part-
time students. Classes can be taken during the day, in the evening, on the weekend or in
accelerated sequences.
The first major athletic victory was an interscholastic football championship in 1902. The
football team later won the 1950 Salad Bowl, while the basketball team took the national
Invitational Tournament in 1958. Today, Xavier consistently graduates more than 80
percent of its student-athletes.
Using this Handbook
Think of this handbook as a guide to your career at Xavier University. It has been designed
to be a ready reference to acquaint you with various policies, services and facilities of the
University which will directly affect you during your career at the University. However, it does
not contain all policies and procedures, rights and restrictions that affect your employment
with Xavier University.
We encourage you to read the contents of this handbook carefully. This handbook contains
basic University Policies regarding compensation, hours of work, benefits, working conditions
and other matters of employment. It is just one of many channels of communication we
maintain to create an enjoyable and productive work environment. Fringe benefit information
in this handbook is only a general guideline.
Should you need further explanation of the items covered in this handbook or if you have
questions regarding your employment, we urge you to contact the Office of Human
Resources. You can also access Human Resources’ polic
ie s. A hard copy of
this
handbook and the policy and procedure manual are maintained in the Library and the
Office of Human Resources.
Handbook updates, changes and revisions
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All policies and benefit programs are subject to ongoing review by the University. Changes
are made when necessary to ensure that the needs of both the staff and University
continue to be met. The University reserves the right to change personnel policies, benefits,
terms and conditions of employment at any time without notice.
As changes occur or as new policies and programs are developed, notification that these
changes have been made will be communicated through appropriate University
channels. It is important that you review these updates so that you are familiar with the
most current information.
NOTE:
No statement in this handbook is intended to create an employment contract between you and the University.
This handbook does not constitute or imply an employment contract between Xavier University, its subsidiaries and its
staff. It does not alter the “at-will” relationship between Xavier University and any staff, and it does not
guarantee employment for any definite period of time. Except as provided in the Faculty Handbook,
all
departmental policies and procedures contained in other Xavier University manuals and pertaining to topics covered
in this manual must be consistent with policies herein. Accordingly, both Xavier University and any staff are free to
terminate the employment relationship
at any time, with or without cause and with or without notice. No
representative of Xavier University is authorized to enter into any agreement to modify this at-will status.
Section 2: Employment
ORIENTATION
INTRO PERIOD
EQUAL EMPLOYMENT OPPORTUNITY
EMPLOYMENT OF RELATIVES
JOB POSTING AND SELECTION
POSITION CLASSIFICATIONS
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HOURS OF WORK
REPORTING CHANGES IN PERSONAL CONTACT INFORMATION
RECORDING TIME WORKED
OVERTIME
OUTSIDE EMPLOYMENT
PERFORMANCE MANAGEMENT REVIEWS
PERFORMANCE ISSUES
GRIEVANCE AND APPEALS
SEPARATION OF EMPLOYMENT
Employment
Orientation
Xavier’s orientation program is comprised
of four components. The first component is
orientation with the staff’s direct supervisor.
The supervisor will review a checklist of
topics during the first three months of
employment. The second component is
a brief meeting with the Office of Human
Resources to complete paperwork and
obtain some initial information. For the
third component, the new staff is matched
with a current staff as a companion. The
companion serves as a support to the new
staff during their introductory period. The final components of the orientation program
are benefits and orientation sessions sponsored by the Office of Human Resources.
Introductory Period
Staff who are newly hired, transferred or rehired are considered to be in an introductory
period for the first 90 days in their position. Neither the use of nor the completion of
an introductory period alters the “at-will” employment relationship between Xavier
University and each staff, whereby either party may terminate the employment
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relationship at any time, with or without cause and with or without notice.
During the introductory period, the staff learns the job duties and functions, and their
supervisor determines whether or not the staff can effectively perform the assigned job
duties.
Upon completion of the introductory period, the staff may be placed in the classification
of continuing status. A supervisor in consultation with the Office of Human Resources
may extend the introductory period for no more than 30 days (this option should be
used in rare circumstances). Successful completion of the introductory period will not
result in salary increase or promotion.
Equal Employment Opportunity and affirmative action statement
1.
Xavier University is committed to providing equal employment opportunity for all
staff and applicants in compliance with applicable laws. No personnel decisions
concerning any term or condition of employment shall be unlawfully based upon race,
color, religion, sex, national origin, age, marital status, veteran status, disability or
any other class protected by law.
2.
The Office of Human Resources provides information regarding anti-discrimination
laws and relevant grievance procedures to staff and others, and reviews and resolves
complaints involving alleged discrimination.
If a staff believes that an incident of discrimination with the categories mentioned
above has occurred at Xavier University, the staff should contact the Office of Human
Resources.
Read the official version of the harassment code and accountability procedures.
Employment of Relatives
Applicants for open positions will be evaluated solely on the basis of their qualifications.
However, in order to eliminate situations of real or perceived favoritism, Xavier
University will exercise careful judgment in the hiring and placement of relatives by
blood or marriage.
As such, Xavier University prohibits the employment of relatives in continuing positions
where they would supervise or be subject to the supervision of a relative, direct or
control the work of the other, or have any review or sign-off relationship with the other.
The Associate Vice President of Human Resources will review the hiring and placement
of
relatives on a case-by-case basis.
Job Posting and Selection
1.
Xavier University strives to
maintain a self-nomination and
position posting system whereby
open positions are advertised
both internally and externally
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to meet the talent needs of the
University. Exception to this
policy will be at the discretion
of
the appropriate Vice President or
Associate Provost and should
entail consultation with the
Office of Human Resources.
Xavier University reserves the right to mandate selection decisions that are in the
best interest of the University (e.g. business necessity).
2.
Vacant positions are generally posted for a minimum of ten (10) weekdays.
3.
To be eligible to apply for a posted position, a current Xavier staff must have
completed their 90-day introductory period.
4.
Selection will be based on applicant’s qualifications, skills and abilities.
5.
Staff members from the Office of Human Resources are available to meet with staff for
informational interviews. Informational interviews allow staff to gather information
on the hiring and selection process as well as general guidance on designing a
career path at Xavier. The Office of Human Resources can facilitate connections
with other offices on campus, allowing staff to gain a better understanding of the
office’s functions and work environment. If you are interested in scheduling an
informational interview, contact the Office of Human Resources.
Position Classifications
Positions are classified as either exempt (salaried) or non-exempt (hourly) according
to criteria set forth in the federal Fair Labor Standards Act (FLSA) and applicable state
laws.
Refer here for additional information.
1.
Exempt (salaried)
are occupations that are executive, administrative, professional
or sales-oriented. Salaried staff are paid base salary and/or commission for duties
and responsibilities which are assigned to them. They are not paid an hourly rate or
overtime pay.
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2. Non-exempt (hourly) are generally those positions that are not executive,
administrative, professional or sales-oriented. non-exempt staff are paid on an
hourly basis, including overtime pay.
3.
Full-time continuing staff are those
staff who work a regular schedule of at least
30 hours each week. Full-time continuing
staff are eligible for all benefits.
4.
Part-time continuing staff
are defined
as those staff who work less than 30 hours
per week. Part-time staff are eligible for
certain benefits on a pro-rated basis.
5.
Temporary staff are staff hired into
non-continuing positions for a specified
period of time and are not benefit-eligible.
Hours of Work
Xavier University department hours must be arranged to meet the operational needs of
the University and to effectively deliver customer service. Therefore, work schedules
are arranged by departmental supervisors to accommodate the work that needs to be
done.
The University encourages the evaluation of flexible work arrangements as one approach
to supporting staff and their work-life effectiveness, to improving morale, and to
recruiting and retaining a high-quality workforce.
Xavier University shall establish the standard workday, workweek, and starting and
quitting times for staff on each shift, in each department, in consideration of current
and anticipated workload and other relevant factors.
Flexible work schedule options may be adopted to include:
•
Flex time
•
Compressed work
week
•
Telecommuting
•
Part-time employment
Departments may develop flexible schedules. The Office of Human Resources is available
for consultation.
Reporting changes in contact information
Each staff has the responsibility to notify the Office of Human Resources of
changes i n name, address, telephone number or marital status. An online form
is
available for your convenience.
Recording time worked
Xavier University uses s el f -
s er v i c e t o r ec or d w or k and
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l eav e time.
Failure to adhere to reporting procedures
may result in disciplinary action and loss
of pay for hours of work Xavier
University cannot verify.
Overtime
Xavier University adheres to the regulations set forth in the Fair Labor Standards
Act (FLSA) pertaining to payment for overtime. Accordingly, all non-exempt (hourly)
positions are eligible for overtime pay.
As needs fluctuate, staff may be required to work overtime. All department supervisors
shall have the authority to require mandatory overtime from staff. If possible, overtime
hours should be avoided, but may become necessary in the interests of Xavier University
obligations. The department supervisors are responsible for developing guidelines within
their respective department regarding overtime decisions.
Xavier University must pay an staff in a non-exempt (hourly) position compensation at
a rate of one and one-half (1-1/2) times their regular rate of pay for any hours worked
in excess of forty (40) hours in a seven (7) day workweek. Xavier University’s workweek
starts at 12:01 a.m. on Monday through the following Sunday at midnight.
Outside Employment
Staff of Xavier University should not engage in any activity that jeopardizes the interests
or reputation of Xavier University or compromises the staff’s integrity or ability to fulfill
the obligations of their employment at Xavier University.
Employment by Xavier University shall be considered a staff’s primary occupation
and take precedence over all other occupations, as it pertains to the staff’s
scheduled time. Full-time staff shall not have other employment that presents a
“time conflict.” Part-time staff are expected to work the agreed upon schedule.
No staff, regardless of employment status, shall have other employment that presents
any conflict of interest with the staff’s position or Xavier University.
Conflict of interest policy—and other policies—are available here.
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Performance management
reviews
All Xavier University staff members will
participate in a review of their performance
at the end of the introductory period and
then annually.
Staff who transfer and/or are promoted to a
new position will be reviewed three months
after they begin their new position. As
with new staff, if expectations are not met
during this period, the staff may be terminated.
Review periods may be extended at the discretion of the supervisor in consultation with
the Office of Human Resources.
Performance reviews shall be maintained in the staff’s personnel file in the Office of
Human Resources.
Performance Issues
Xavier University uses a discipline policy as a guide for the uniform administration of
discipline. Except in the case of more serious infractions, Xavier University believes
in a progressive disciplinary procedure that will promote fairness and equality in the
workplace and serve to guide and improve a staff’s behavior.
In the event of a violation of Xavier University and/or department rules, regulations,
policies or procedures, any one of the following actions may be used at any time
according to the seriousness of the offense: verbal warning, written warning, final
written warning, suspension or discharge.
Successful compliance with any of the relative actions does not change the at-will
status of employment.
Grievance and Appeals
Xavier University recognizes that
problems will arise in the workplace
that are, at times, difficult for a
staff
to resolve. If these concerns are not
adequately addressed, they may
evolve into much greater problems
that can become increasingly more
difficulty to alleviate.
Normally, questions or complaints should be handled informally by the immediate
supervisor. Some complaints may involve a judgment by the staff that the supervisor/
University has acted outside Xavier University policy or the law. Depending upon the
severity of the issue, steps in the grievance procedure may be omitted. Such complaints
or grievances are handled under the procedures outlined in University’s Policies.
Separation of employment
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While staff may voluntarily resign/retire from Xavier, a written letter of resignation/
retirement to their supervisor at least two weeks in advance of the separation is
recommended. Such written letter of resignation/retirement shall be a signed, dated
statement indicating the desire to resign/retire and the effective date of separation.
The separating staff must provide a written letter of resignation/retirement to his/her
supervisor.
Once the supervisor accepts the letter of resignation/retirement, it may not be revoked
without permission from the supervisor.
The supervisor then advises the Office of Human Resources by submitting the staff’s
letter of resignation/retirement.
Refer to Employee Retirement for additional details.
Section 3: Staff Responsibilities
NO
T
I
F
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C
A
T
ION
O
F
AB
SEN
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HARASSMENT-FREE
ENVIRONMENT
SEXUAL HARASSMENT TRAINING
ADVOCATE PROGRAM
DRUG-FREE WORKPLACE
E-MAIL
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INCLEMENT WEATHER POLICY
Staff Responsibilities
Notification of Absence
It is the responsibility of staff to contact their supervisor in advance if they are unable
to report to work as scheduled.
If a staff is absent without notifying
his/her supervisor or the Office of Human
Resources for three (3) consecutive
workdays, the staff will be considered to
have terminated his or her employment
without notice.
Absent and/or tardy staff must contact
his or her supervisor as soon as possible
and prior to the staff’s scheduled starting
time on each day of absence or tardiness.
Upon return to work, the staff shall report
to his or her immediate supervisor to further explain the reason for the absence or
tardiness and to provide documentation, if any is needed, to substantiate the absence
or tardiness. Documentation must be completed and submitted on the staff’s next
scheduled workday.
In the event of an absence, supervisors should speak with the staff to find out if the
14
absence was a result of an illness or other emergency. In the event of an illness where a
doctor’s visit is required, the supervisor may ask for such documentation from the
staff. Should the staff find himself or herself in a position where unscheduled absences
occur as a result of illness or other personal emergencies, the supervisor should ensure
that the staff is using the proper type of leave, in accordance with University policies
and procedures.
If a staff is unable to report to work, at his/her designated t
ime, the staff should
immediately notify the staff’s supervisor. In the event that an staff is unable to reach
this supervisor, he/she should follow standard department practices for reporting
absences.
Harassment-free environment
Xavier University is committed to providing a work environment that is free of
discrimination and harassment of any form. Actions, words, jokes or comments—made
by any staff, supervisor, vendor, or student—that are based on an individual’s sex,
race, ethnicity, age, religion, disability or any other legally protected or non-protected
characteristics will not be tolerated.
We encourage the prompt reporting of acts or words of harassment, whether the actions
or words are directed against the person making the report, or against another person.
Prompt reporting is crucial because it will allow us to take prompt and appropriate
action to deal with the problem.
The official version of the harassment code and accountability procedures can be found
here.
Sexual Harassment Training
Each staff of the University is required to complete the online sexual harassment
training prior to the end of their three-month introductory period. This training
includes information on how to identify and stop harassment, how to file a harassment
complaint and supervisors’ responsibilities for dealing with harassment. Staff will
also find information about the laws and regulations surrounding harassment, equal
employment opportunity and affirmative action.
Online training will be emailed to the new hire within the first month of their
employment. Training must be completed within 30 days of receiving the email.
Advocate Program
Xavier University’s advocate program
exists to provide confidential
support, information and advocacy
for those affected by harassment,
discrimination, relationship violence,
sexual assault and stalking. Xavier
University understands that its
community, as a whole, is affected
by this kind of violence. Please know
that you are not alone. Xavier is
dedicated to a campus free of these
injustices, and strives to maintain
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such an environment.
Drug-Free Workplace
The issue of drug and alcohol abuse concerns the entire Xavier University community,
as well as our surrounding neighborhoods. The use of illicit drugs and misuse of alcohol
contributes to unrecoverable loss of time, talent and lives. Xavier University also must
comply with the federal Drug-Free Schools and Communities Act Amendments of 1989,
which require schools, colleges and universities receiving federal financial assistance to
implement and enforce drug and alcohol prevention programs for students and staff.
Xavier University will not condone the arrival or return to work under the influence of
any drug (legal or illegal) or alcohol to the extent that job performance is affected.
Xavier University prohibits the illegal use, possession, sale, manufacture or distribution
of drugs and alcohol by all students and staff on Xavier University premises or property
or as part of any Xavier University activity. The standard also applies to student-
sponsored social activities or professional meetings attended by staff if such activities
are considered to be University-sponsored. Any misuse of substances by Xavier University
students and staff that presents physical or psychological hazard to individuals is
prohibited.
E-mail
E-mail is an important mode of communication and is encouraged for scholarly, work-
related and personal communication within the constraints of ethical standards and
other policies, procedures and job responsibilities that are in place at Xavier.
E-mail is the property of Xavier University, and while the University does not normally
view files and messages on Xavier’s servers or traversing Xavier’s network, it has the
right to examine, log, archive and otherwise preserve them. Xavier has the right to
protect its resources by restricting, suspending or terminating access of any user.
Staff are expected to use appropriate judgment when accessing confidential and
sensitive materials.
Protocols for inclement weather and other emergency conditions
Listed below are the basic categories of University response to serious inclement
weather and/or emergency conditions.
Classes and University offices on delayed start
On such days, classes will begin at a later time and University offices will not
open until a specific time. Staff are not required to report to work prior to the
announced start time and will not be required to make up the missed time.
Emergency essential personnel should still report as scheduled.
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Classes are canceled and University closed
Classes will not be held and/or University offices will be closed. University staff are
not expected to report to work unless specifically contacted or previously designated
by their supervisor to report for emergency operations. It is expected that the use of
this category is rare.
Notification
Staff are encouraged t o enroll i n X U Alert Me , an automated system which
provides timely updates regarding University closings, delays and emergency
conditions.
Section 4: Compensation and Benefits
17
FAMILY MEDICAL LEAVE ACT
VACATION
UNPAID LEAVE
JURY DUTY
MILITARY LEAVE
BEREAVEMENT LEAVE
Compensation and Benefits
Getting Paid
Xavier University provides a compensation structure that is objective and equitable.
Xavier University’s pay system is applied in accordance with Federal and State law.
Hourly staff are paid on a biweekly basis and
exempt staff are paid on a semi-monthly
basis. Each staff is required to fill out an
electronic timesheet via self-service
which must be approved by his or her
supervisor by the end of the day on
Monday of the pay week (this deadline
may vary based on University holidays).
Employees receive payment via direct deposit.
Payroll Advances
The University recognizes that emergency situations may arise necessitating a payroll
advance. Payroll advances are intended to be used only on rare occasions and should
not exceed two times per calendar year.
Payroll advances may be issued based on hours already worked, and are expected to
be repaid out of the next paycheck. Advance requests should be made to the Office of
Human Resources.
Holidays
All continuing staff are eligible for
paid holidays. Staff who work regular
schedules shall receive holiday pay
equal to the number of hours normally
scheduled on the day of the holiday.
Staff who work irregular schedules or
are scheduled to work on weekends
shall receive holiday pay equal to
one-fifth of their normal workweek.
1.
The official schedule is posted here.
2.
If a holiday occurs during a staff’s vacation, the holiday is not charged as vacation
time.
3.
In some offices and departments where continued operation is essential, it may
be necessary for staff to work on a holiday. In such case, hourly staff will receive
holiday pay plus pay for all hours worked on the holiday.
4.
Holidays are considered time worked in the calculation of overtime pay.
5.
If a holiday falls on a normal day off for an staff who works rotating shifts, the staff
may be granted holiday pay, provided he/she works the last scheduled work day prior
to the holiday and the first scheduled work day following the holiday, unless the
failure to work on either or both such days is excused because of personal illness
or injury, or other extraordinary circumstances beyond the control of the staff. The
supervisor must notify the Payroll office if holiday pay is forfeited for this reason.
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6.
Holiday pay may be forfeited if an staff is absent without cause on the scheduled
workday preceding or following the holiday.
7.
Temporary staff are not eligible for holiday pay.
Benefit Program
Xavier University is committed to offering and maintaining a competitive benefits package
for staff, which includes medical and dental insurance coverage, life insurance, disability
and tuition remission for staff and their dependents. The Office of Human Resources
provides an overview of University benefits as well as specific health and dental care
plan features and rates, which can be accessed here.
Sick Leave
The primary purpose of sick leave is to provide continued income if an illness or injury
causes absence from work. All staff are asked to use their sick leave responsibly.
Refer to the University’s sick leave policy here.
The University grants ti me off for
maternity
leave. Refer to Family and
Medical Leave Act
for background.
The determination of the length of time a
staff will require for leave because of
pregnancy and childbirth is a medical
decision between the staff and her
physician, and is to be treated in the same way as other sick leave.
Family Medical Leave Act
It is the policy of Xavier University to provide a leave of absence in accordance with
the requirements of the Family and Medical Leave Act of 1993. Staff who have worked
at Xavier University for at least 12-months and have been employed for at least 1,250
hours of service during the 12-month period preceding the commencement of the leave
are eligible for unpaid leave under the Family Medical Leave Act of 1993 (FMLA). Through
FMLA, staff are entitled to a maximum of 12 weeks of leave in a 12-month period. Xavier
University has elected to utilize a rolling calendar year when determining the effective
12-month period. Staff can request to be excused from work for:
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•The care of a family member who has a serious health
condition.
•The staff’s own serious health condition.
•The birth, adoption, or foster-placement of
a
child.
•When a family member is on or called to active duty when they experienc
e
a
qualifying exigency.
•
To care for a service member that sustained an injury or illness in the line of
military duty (under this category, staff are entitled to a maximum of 26 weeks
of leave when requesting leave).
Xavier University will continue to pay its portion of the staff’s benefit premiums. The
staff is responsible for paying for his/her portion of the applicable insurance(s). Leave
because of serious health condition may be taken intermittently or on a reduced leave
schedule where medically necessary.
Vacation
Xavier University provides paid vacations to staff based on length of service. It is within
the discretion of each supervisor to set forth scheduling guidelines for their respective
departments. Vacation hours paid are considered hours worked in accruing vacation
time.
Access the complete and comprehensive vacation leave policy here.
Unpaid Leave
Xavier University recognizes that some staff may require an extended leave of absence
for a variety of personal or health-related reasons.
Supervisors may approve time off without pay to staff for situations such as the
following:
•
Additional vacation time
•Extended illness
•Personal business
•Religious days
•Weddings
When an staff foresees an absence situation that is expected to last two (2) weeks or
more, they should submit a written request for a leave of absence to their supervisor.
The request should include the reason and probable length of the leave of absence.
Unpaid leave is discussed here.
Jury Duty
Xavier University understands the obligation of each staff as a citizen to serve on jury
duty for a civil or criminal case when called.
All staff are eligible for time-off-with-pay for jury duty
that occurs during the staff’s
regularly scheduled work day. This policy does not apply to a staff’s court appearance
if it is in connection with the staff’s personal business (e.g., criminal or civil cases,
traffic court, divorce proceedings, etc.).
21
Military Leave
Military leaves are granted for staff in active duty in the Armed Forces in accordance
with the Uniformed Services Employment and Reemployment Rights Act (USERRA) of
1994.
Uniform services is defined in the policy: Army, Navy, Air Force, Marines, Coast Guard,
reserve units, National Guard and Commissioned Corps of Public Health Service.
Uniformed services include:
•
Active duty (including Reserve and Guard members who have been
called).
•
Active duty for training.
•
Initial active duty for training.
•
Inactive duty training.
•
Full-time National Guard duty.
•
Absence from work for an examination to determine a person’s fitness for any
of the
above types of duty.
•
Funeral honors duty performed by National Guard or reserve
members.
Staff currently enrolled in Xavier University’s benefit plans may continue such benefits
on military leave. The University will continue to pay the employer portion of the
premiums if the staff elects to continue University benefits. Staff would be responsible
for their portion of the premiums. In addition, eligibility for tuition remission for staff
and dependents continues.
Bereavement Leave
Xavier University strives to show compassion and respect for staff and their families
when death occurs. Sympathetic support is provided, including flexible scheduling
and providing time off without loss of pay to attend a funeral and/or make necessary
arrangement at the death of a family member as defined herein.
Time off with pay may be granted, for a maximum of three days, when death occurs in
the immediate family.
Time off with pay for a maximum of one day may be granted to attend the funeral of a
relative outside the immediate family.
Time off with pay not to exceed one half-day may be granted at the discretion of the
immediate supervisor so that an staff may attend the funeral of a close friend.
For purposes of this policy, immediate family is defined as staff’s spouse, child, parent,
grandparent, grandchild, step-child, step-parent, sibling (includes half-brother/sister)
and current mother/father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-
in-law, step brother and stepsister, or others living in the same household with the
22
staff.
The staff should notify his/her supervisor of the staff’s absence for bereavement leave
purposes as soon as possible.
When a death occurs in a staff’s immediate family, the supervisor will notify the Office
of Marketing and Communications unless privacy is requested.
Section 5: General Information
THE ALL CARD
CAMPUS POLICE
CAMPUS SERVICES AND FACILITIES
EMPLOYMENT VERIFICATION
UNIVERSITY COMMUNICATIONS
MCDONALD LIBRARY
23
ON-CAMPUS BANKING
PARKING
SMOKING
RESTRICTIONS UNIVERSITY
CAMPUS DIRECTORY
XAVIER T HE ATER
General Information
The ALL Card
The ALL Card is the official form of identification for the Xavier University community.
However, it is much more.
The ALL Card is a multi-functioning campus card. In addition to serving as a form
of identification to access University facilities, the ALL Card serves as a stored value
campus debit card for purchases at most all on-campus vending machines and retail
operations, as well as some off campus merchants.
The ALL Card also functions as a full service U.S. Bank ATM card and PIn-based debit
card and is also used as the door key for campus residents to access their specific
residence halls. For additional information, go to https://www.xavier.edu/auxiliary-
services/all-card-center/index.
Campus Police
The staff of professional officers is available 24 hours a day, 365 days per year. To reach
an officer, dial extension 1000 from any on campus phone, 513-745-1000 from off-
campus, or on any on-campus emergency telephone.
Campus Services and facilities
Bookstore—Staff are currently eligible for a 10 percent discount on purchases at the
University Bookstore.
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Food Services—Available at the Hoff dining room, in the Cintas Center and the G allagher
Student Center.
Athletic Events—Free or reduced admission is provided for most athletic events,
including Xavier men’s basketball games. Information and schedules are distributed
prior to each season.
Library—Staff are welcome to utilize the facilities of the McDonald Library.
O’Connor Sports Center – Staff are eligible to use the O’Connor Sports Center facilities
at a reduced rate.
Employment Verification
The Office of Human Resources can verbally verify employment, dates of employment
and position titles over the telephone, but inquiries regarding salary information must
be submitted in letter form with the identified staff’s authorization signature.
University Communications
From departmental stationery and envelopes to newsletters, business cards, booklets
and brochures, the Office of Marketing and Communications provides the
University with timely printing work. To start your own printing project, visit
www.xavier.edu/brand.
For more information, contact us at 513-745-3431 or e-mail at
McDonald Library
Staff are eligible to use all of the services of the McDonald Library located on the
Academic Mall. Additional details can be accessed by going to www.xavier.edu/library.
On-campus Banking
U.S. Bank has a full service banking branch located on the second floor of the gallagher
Student Center to meet all of the consumer banking needs of the Xavier Community.
There are also a number of ATM’s on campus for your convenience. For additional
information please see Campus Banking .
Parking
All vehicles parked on the campus must bear a valid parking permit. A parking permit
can be obtained from Campus Police.
Smoking Restrictions
In accordance with Chapter 3794 of the Ohio Revised Code (ORC), all forms of
tobacco
smoke are prohibited in public places and in places of employment at Xavier University.
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Smokers who choose to smoke outside are requested not to smoke near building
entrances and to ensure the proper disposal of smoking materials.
University Campus Directory
The University maintains a University-wide directory with name and department search
capabilities. The directory can be found at www.xavier.edu/contact.
Xavier University Theater Department
Staff are entitled to discount ticket prices for all University theater performances.
Additional information regarding Xavier Players, scheduled performances and ticket
prices can be found on the Theatre Program website.
