St. Scholastica faculty and staff inspire our students with the Catholic Benedictine values expressed in community, hospitality, respect, stewardship and the love of learning.
At The College of St. Scholastica, we believe that equity and inclusion are key ingredients to academic excellence and the success of all our students. Our Catholic Benedictine heritage, grounded in Catholic social teaching, informs this vision.
Research has proven that a demographically diverse student body deeply benefits all students. Through exposure to a range of cultures and perspectives, our students build the cultural fluency they need to need to live, work and excel among people from varying groups within the United States and globally. For CSS, inclusive excellence goes beyond accepting differences; our goal is to actively cultivate a campus environment where students, faculty and staff of every background and experience can thrive. At minimum, this means respecting all regardless of race, ethnicity, age, class, gender, sexual orientation, physical abilities/qualities, religion, nationality, or any other difference.
A Transforming Community
Inclusion is about more than lists and numbers. To achieve true academic excellence, St. Scholastica promotes a rigorous search for knowledge that welcomes complexity and new ways of thinking. We embrace divergent views and dissent within the context of community seeking social justice. Such diversity in learning is also a key component to our students’ success.
St. Scholastica has engaged in deliberate strategies for the past decade to infuse equity and inclusion throughout our community. We have learned that it requires a sustained and multi-pronged effort; that to “add diversity, and stir” is not the solution. Our goal is to transform our college into a space that equally honors and values all individuals and groups.
A Legacy of Inclusion
To fulfill this vision, we draw on 100-year history of inclusive innovation. As a college founded for women even before women had the right to vote, we continue to espouse core values that inform our goal of being more equitable and pluralistic: these values are Community, Hospitality, Respect, Stewardship and Love of Learning. This rich heritage positions us to lead as an institution where every member of our community experiences both learning through diversity and diversity in learning. For our Catholic Benedictine institution, inclusive excellence is not just an idea — it’s a moral and ethical imperative.
Forms and Resources
Most of these forms require Adobe Acrobat Reader. If you do not have Acrobat Reader installed on your machine, you can download it free.
- Information Sheet
- W-4 Frequently Asked Questions
- Direct Deposit
- Information About Hepatitis B Vaccine
- Code of Conduct Acknowledgement
- Tips for Proper I-9 Completion (Important – please read before completing the I-9 form)
- Link to Fillable I-9 Form (use first form listed labeled PDF, 551 KB) – Only to be used if unable to get to a CSS Campus
- I-9 Form Instructions
- I-9 Notary Completion Instructions
The College of St. Scholastica’s mission is to provide intellectual and moral preparation for responsible living and meaningful work. The success and reputation of the College in fulfilling its mission depends on the ethical behavior, honesty, integrity and good judgment of each member of the College community with due recognition of their positions of trust and loyalty to the College and its students.
This Code of Conduct outlines principles, policies and some of the laws that govern the activities of the College and to which our employees (faculty, staff and students) and others who represent the College must adhere. All employees (faculty, staff, and students) and other individuals representing the College are expected to inform themselves about and comply with College policies and regulations pertaining to them. Sources include, for employees, the Staff Handbook and relevant union agreements, and, for faculty, the Faculty Handbook. When in doubt about the propriety of a proposed course of action, one should seek counsel from colleagues, supervisors, or administrators who can assist in determining the right and appropriate course.
Approved by the Board of Trustees on Oct. 31, 2008
A. Accuracy of records and reporting
The records, data and information owned, used and managed by the College must be accurate and complete. The accuracy and reliability of financial reports are of vital importance to the business operations of the College. All employees and individuals representing the College must record, allocate, and charge revenues and costs (including labor costs) accurately and maintain supporting documentation as required by established policies and procedures. See the College’s Data Access Policy.
B. Compliance with laws and regulations
Employees and individuals representing the College must transact College business in compliance with all federal, state, and local laws and regulations related to their positions and areas of responsibility. All employees and individuals representing the College should recognize that noncompliance may have adverse financial and other consequences for them and for the College. Individuals are responsible for keeping current with changes in applicable laws and regulations, and managers and supervisors are responsible for monitoring compliance in their areas.
C. Compliance with contractual, grant, and other obligations
The College frequently enters into contractual and other formal obligations with outside entities. These obligations may include, but are not limited to, research and other grants and contracts, commercial contracts, software licenses, gift indentures, and memoranda of understanding. All employees and individuals representing the College are expected to act in good faith and adhere to all obligations assumed by the College. See the College’s Prior Approval Policy in the Procedures Manual.
D. Computer use
The College provides computer resources, including office computers, individual computer accounts, electronic mail, and remote access to administrative information systems, to faculty and staff for their use while engaged in College business. Hardware, software, and network resources as well as e-mail correspondence are owned by the College. The College has established policies for the use of these resources and expects community members to be familiar with and abide by them.
E. Conflicts of interest
A conflict of interest is defined as incompatibility between an individual’s private interests and his or her duties or actions as a College employee. All employees and individuals representing the College should strive to avoid the perception of or actual conflicts of interest that might compromise their integrity and objectivity. Conflicts, including those of a financial, personal, or professional nature, must be disclosed.
When any College business transaction under consideration presents the potential for a conflict of interest, the faculty or staff member concerned shall not be involved in the transaction. College business transactions include but are not limited to procurement of goods and services (including consulting and contractual services), disposition of College materials or property, and agreements for the provision of services or use of College facilities or space.
Any College faculty or staff member, who is or is to be involved in a College business transaction in which a potential for conflict of interest exists, on his or her own part or on the part of another College employee, is required to promptly report such potential conflict to the Vice President for Human Resources or the Vice President for Finance. See the College’s Conflict of Interest Policy.
F. Confidential information
Members of the College community may have access to confidential information. Such information may relate to students, job applicants, employees, finances, intellectual property, research sponsors or future planning. All confidential information should be protected by safeguarding it when in use, storing it properly when not in use, and discussing it only with those who have a legitimate business need to know. An employee should never release any confidential information without clearance from her or his department head. See the College’s Family Educational Rights and Privacy Act of 1974 policy in the Procedures Manual and the College’s Data Access Policy.
Community members are required by the College to comply with copyright law as it applies to print and electronic materials and be familiar with the principle of fair use. See the College’s Copyright Policy in the Procedures Manual.
H. Drug-free workplace
The College is committed to providing a healthy and productive work environment for all members of the community. Possessing, distributing, selling, manufacturing, or being under the influence of any illegal drug on College property or while performing College business is strictly prohibited. The College asserts that inappropriate behavior is not excused by consumption of alcoholic beverages and will hold individuals accountable for actions performed under the influence of alcohol. See the College’s Drug Free Workplace Statement.
I. Fair employment practices and diversity
The College believes that diversity in our faculty and staff is critical to our success as a global institution, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. Advancement at the College is based on performance. We are fully committed to equal employment opportunity and compliance with the full range of fair employment practices and nondiscrimination laws. In addition, retaliation against individuals for raising claims of discrimination is prohibited. See the College’s Equal Employment Opportunity Employer Policy.
J. Gifts and gratuities
To avoid undue influence in decisions related to contractual relationships with vendors or others, employees, members of the employee’s immediate family, and individuals representing the College should not personally accept any material gift, gratuity, or other payment, in cash or goods, of $50 or greater, from a vendor currently doing business with the College or seeking to do so.
K. Harassment and workplace violence
The College prohibits sexual or any other kind of harassment, intimidation, bullying or workplace violence whether committed by or against a student, faculty member, staff member, contracted service provider or visitor. Harassment has no place on the College campus or at any College-sponsored activity, whether based on a person’s race, sex, color, creed, religion, national/ethnic origin, age, handicap, sexual orientation or disability status. See the College’s Harassment and Workplace Violence Policy.
L. Internal controls
Internal controls are a keystone of sound business practices. These controls include adequate segregation of duties, diligent application of preventive and detective control systems, and conscientious compliance with authorization, reporting, and other established practices. Internal controls are critical to ensure efficient operations, strong fiscal management, accurate financial reporting, asset protection, and compliance with laws and regulations. All employees and individuals representing the College are expected to maintain and support the College’s internal control structures.
The College encourages every employee to take an active interest in government processes. Any participation in a political process, however, to be undertaken as an individual – not as a representative of the College. An employee undertaking any advocacy activities on behalf of the College must be authorized by the College President or the Vice President for Institutional Advancement.
The College does not prohibit the employment of relatives within the College community. It does, however, prohibit the supervision of an employee by a relative who has or may have the ability to influence wages, promotion, work assignments or other working conditions or where the possibility of favoritism, ethical violations or conflicts of interest might arise. See the College’s Hiring Relatives Policy.
O. Consensual relations
Consensual romantic and/or sexual relationships among members of the College community in unequal positions may give rise to conflicts of interests, are potentially exploitative, and may expose the individual and the College to charges of sexual harassment. In addition, such relationships can create an uncomfortable work or educational environment for other students, faculty, and staff. Therefore, consensual romantic and/or sexual relationships between members of the College community are prohibited in cases where one member has authority or control over the other, including faculty and students, staff and students, and supervisors and their employees. Even where authority or control issues do not appear to be present, consensual sexual relationships between faculty/staff members and students are strongly discouraged; if such relationships occur they must be disclosed to a supervisor so that possible conflicts of interest can be managed.
P. Safeguarding/protecting assets
All employees and individuals representing the College are responsible for safeguarding the tangible and intangible assets of the College under their control. College assets, including those from the government and donors, must not be used for personal benefit. Assets include cash, securities, business plans, customer information, vendor information, intellectual property, and physical property. Employee actions in the course of their work should reflect and be consistent with the College’s tax-exempt status. See the College Property Policy.
Q. Safety in the workplace
The safety of people in the workplace is a primary concern of the College. Safety, occupational health, and loss prevention are the responsibilities of all employees. Accidental loss and occupational illness can be controlled through the active participation of management and all employees in reporting and correcting unsafe conditions or unsafe actions to supervisors, the Vice President of Finance, or the Safety and Security Manager. A safe and healthful work environment can be achieved through the collective efforts of all employees, through personal awareness, and by using good judgment and common sense.
The College must conduct its activities with all of the necessary permits, approvals, and controls, especially in regard to the handling and disposal of hazardous and regulated materials and waste. All employees and individuals representing the College who work with or around these materials must be familiar with all rules, regulations, and policies that apply to them.
Obligation to report suspected violations
Faculty, staff and students are strongly encouraged to promptly report suspected violations of these standards, laws and regulations, or related College policies and procedures to their supervisor, to their vice president or to anyone in management one is comfortable approaching. The College also has a confidential, toll free hotline (1-800-477-6064) that can be used to report suspected violations.
No member of the College community who, in good faith, reports a violation shall suffer retaliation, harassment or adverse employment consequences. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination.
Acting in good faith
Anyone reporting a violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a basis for such violation. Allegations that prove not to be substantiated and to have been made maliciously or falsely will be viewed as a serious offense subject to disciplinary action.
Consequences of violation
Material violations of this Code, of federal, state, or local laws and regulations, or of related College policies and procedures may result in disciplinary consequences up to and including termination.
How to Report
To report suspected violations of the College’s Code of Conduct, talk to your supervisor, your VP, anyone in management, or the telephone hotline at 1-800-477-6064
- OSHA Job Safety and Health: It’s the Law
- Equal Employment Opportunity
- Equal Employment Opportunity: Poster Supplement
- FLSA Minimum Wage Poster
- Minimum Wage For Disabled Workers
- Family and Medical Leave Act (FMLA)
- The Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Employee Polygraph Protection Act of 1988 (EPPA)
- Pay Transparency
- Minnesota: Know Your Rights
- City of Duluth: Earned Sick and Safe Time