Employee & Labor Relations

Annual Policy Update

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Each year,  Stanford faculty and staff are updated about key policies in the Administrative Guide, Stanford's collection of guidelines for non-research university activities that address workplace interactions, approaches, and processes.

Because of the importance of these policies, below are select guidelines useful to review regularly. The full Administrative Guide may be reviewed online.

Code of Conduct

As members of the Stanford University community, all faculty, staff, students, members of the Board of Trustees, University Officers and affiliates are responsible for sustaining the highest ethical standards of this institution, and of the broader community in which we function. The University values integrity, honesty and fairness and strives to integrate these values into its teaching, research and business practices.

Computer and Network Policy

Covers the appropriate use of all information resources including computers, networks, and the information contained therein. This policy applies to all University students, faculty and staff, and all others using computer and communication technologies, including the University's network, whether personally or University owned, which access, transmit or store University or student information.

Controlled Substances and Alcohol Policy

Maintains a drug-free workplace and campus. The unlawful manufacture, distribution, dispensation, possession and/or use of controlled substances or the unlawful possession, use or distribution of alcohol is prohibited on the Stanford campus, in the workplace or as part of any of the University’s activities.

Information Security

Upholds the protection of Stanford's information resources from accidental or intentional unauthorized access or damage while also preserving and nurturing the open, information-sharing requirements of its academic culture.

Notice on Asbestos Containing Materials in Stanford Buildings

State law (Connelly Act) requires employers to notify employees of known asbestos-containing construction materials located in buildings constructed prior to 1981. This notification is provided to new Stanford employees and distributed to all employees on an annual basis.

President's Reaffirmation of Equal Employment Opportunity Policy

We prohibit discrimination and harassment and provide equal opportunity for all employees and applicants for employment regardless of race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, marital status, sex, age, sexual orientation, gender identity, veteran status, or any other trait or status protected by applicable law.

Stanford Policy on Sexual Harassment and Consensual Relationships (Updated!)

Stanford University strives to provide a place of work and study free of sexual harassment, intimidation or exploitation. Where sexual harassment has occurred, the University will act to stop the harassment, prevent its recurrence, and discipline and/or take other appropriate action against those responsible.

More Information

In addition to the required policies, below are links to information on other important work topics:

Stanford requests employees designate their veteran and disability status, even if you are not a veteran and/or do not have a disability. Login to Axess>Employee tab>Personal Information section to click the Veteran status that represents you and click Submit. Then click the Disability status that represents you and click Submit.

All employees are able to confidentially report concerns about conflicts of interest, environmental health and safety concerns, sexual harassment, theft or fraud, accounting irregularities, athletics compliance, violations of law, contract or University policy by phoning the Compliance Helpline.

Stanford's Department of Public Safety compiles an annual report to keep the campus community informed about crime statistics, fire incident statistics, and safety policies, allowing individuals to make informed decisions about their personal safety and enhance the safety of others. The information is used to assess and identify ways to strengthen emergency planning university-wide. See pages 52-76.

California law requires certain individuals at Stanford, called Mandated Reporters, to report known or reasonably suspected child abuse or neglect to the authorities. Mandated Reporters are required to sign an acknowledgement.

An agreement is now in place for Stanford employees represented by the SEIU Local 2007 Higher Education Workers.

Please contact Employee & Labor Relations at 650-721-4272 or stanfordelr@stanford.edu with any questions.