The policies below address the principal features relating to staff employment. Given the diversity of University operations, these policies are not designed to anticipate every situation or workplace concern. Individual managers or departments may also have work rules or guidelines for employees based on their unique operations. In the event you have a question not addressed by these policies, you are encouraged to consult with your manager or a Human Resources representative for further guidance. The policies are updated from time-to-time to reflect changes in policies. However, policy changes may be communicated either via the web or using campus communication vehicles before changes are made.
"Staff" for the purposes of these policies refer to all non-faculty employees of Drake University. If any provision conflicts with any applicable collective bargaining agreement, the applicable collective bargaining agreement will govern with respect to the union employees covered by such agreement. Drake University may change, rescind, or add to any policies, benefits or practices described at its discretion with or without notice.
"Manager" is used to indicate the person to whom you directly report. At Drake, that typically is the person who conducts and signs your performance evaluations. Each job description designates the appropriate manager for that position.
"Human Resource Designees" as described in these policies are individuals throughout the University who assist in human resource matters in their particular area. These designees typically work with Human Resources when job openings occur.
Collective bargaining agreements and benefit plan documents are binding documents that supersede any of the provisions of the policies. Therefore, if any collective bargaining agreement (CBA) or benefits plan document conflicts with the provisions of these policies, the CBA and/or plan document shall govern.
In some cases, grant-funded programs may have policy provisions that conflict with University policies due to operational differences, grant requirements or deviations in fiscal calendars. Grant employees should check with their HR Designate or Human Resources with questions.
Employment: Includes policies involving the University Nondiscrimination Statement, Use of Genetic Information in Employment Prohibited, Americans with Disabilities Act, Background Check Policy, At-Will Employment, Open Door Policy, Employment and Retention of Relatives, Position Openings and Job Postings, Transfers and Promotions, Personnel Records, Requests for Personnel Information, Separation from Employment, Rehired Employees, Death Benefits, Solicitation and Distribution.
Workplace Conduct: Includes information about Performance Expectations, Drug-Free Workplace, Alcohol Policy, Violence-Free Workplace, Communication, Reporting Improper Workplace Conduct, and Child Abuse Reporting Policy
Work Schedules and Job Classifications: Includes information about Regular Work Week, Flexible Work Schedules, Summer Hours, Employment Classifications, Independent Contractors, Arrangements for Nursing Mothers, Smoking and Work Time, Extra Compensation for University Staff, and University Closings, Delays and Class Cancellations.
Attendance, Time-Off, and Leave: Includes policies including Attendance, Personal Time, Sick Leave/Parental Leave, Faculty Short Term Disability Policy, Vacation, Holidays, Holiday Week, Jury Duty, Community Service Leave, Personal Leave of Absence, Family and Medical Leave, and Bereavement Leave.
Special Policy Statements: Includes Community, Diversity, and Freedom of Expression, Sexual and Other Discriminatory Harassment, FLSA Safe Harbor Policy, Conflict of Interest, Whistleblower Protection Policy, and Telecommuting Policy.
Additional Policies and Guidelines