Each year, you'll be reminded of the university's key employment-related policies that address workplace interactions, approaches and processes. Please take the opportunity to review policies that may have changed or are new to you.
View the Administrative Guide for Stanford's complete collection of guidelines for non-research university activities.
2018 Policy Documents to Review Regularly
University 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 high 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.
Harassment, Discrimination and Consensual Relationships Policies
Stanford University strives to provide a place of work and study free of harassment, discrimination, intimidation or exploitation. Where harassment or discrimination has occurred, the university will act to stop the harassment or discrimination, prevent its recurrence, and discipline and/or take other appropriate action against those responsible.
View Prohibited Sexual Conduct: Sexual Misconduct, Sexual Assault, Stalking, Relationship Violence, Violation of University or Court Directives, Student-on-Student Sexual Harassment and Retaliation 1.7.3
Protection of Minors
Stanford University has adopted a Policy for Protection of Minors to establish safeguards for children under the age of 18 who participate in Stanford activities and programs on campus or under the authority and direction of the university at other locations.
Violence in the Workplace
Stanford University strives to provide employees a safe work environment; therefore, the university does not tolerate violence or threats of violence in the workplace.
Controlled Substances and Alcohol
This 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.
Privacy and Access to Electronic Information
To ensure security of electronic information and uphold federal, state, local and in some circumstances, foreign laws, the university, like most employers, is able to access electronic information and data being used or stored.
Computer and Network Usage
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.
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.
Ownership and Use of Stanford Trademarks and Images
Establishes the policies governing use of Stanford's registered trademarks, as well as the use of unregistered names, seals, logos, emblems, images, symbols and slogans that are representative of Stanford.
Staff Policy on Conflict of Commitment and Interest
It is important for staff to avoid actual or apparent conflicts of interest between their university obligations and their outside interests. In addition, staff members who are exempt from governmental regulations regarding compensation for overtime work owe their primary professional allegiance to the university, so external activities must not result in inappropriate conflicts of commitment, such as how time and energy is allocated.
Staff Telecommuting and Remote Working - Updated!
As technology has made it possible to be more flexible in the way we work together to achieve our mission, Stanford recognizes that some staff seek the option of telecommuting on a regular, part-time basis. In appropriate circumstances, this preference can be accommodated. In addition, and also in appropriate circumstances, Stanford may hire or transition existing staff to work remotely. This guide memo sets forth policies and procedures to facilitate telecommuting and remote working arrangements for eligible employees in appropriate circumstances.
Requesting a Lactation Accommodation - New!
Stanford University supports the importance of health and bonding for parents nursing their infants. It is the policy of the university to follow all state and federal laws and regulations in this area, including California Labor Code (Sections 1030-1033) and Patient Protection and Affordable Care Act (PPACA). In promoting a family-friendly work environment and to ensure equality of access for employees who wish to breastfeed, the university will provide reasonable accommodations to enable employees to express breastmilk.View Requesting a Lactation Accommodation Policy 2.2.5
Important Information and Resources
In addition to the required policies, below are links to information on other important work topics.
President's Reaffirmation of Equal Employment Opportunity
Stanford University prohibits 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.
Compliance and Ethics Helpline
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 calling the Compliance and Ethics Helpline.
Veteran and Disability Designation in Axess
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 Center>Personal Information section to click the applicable Veteran and Disability status and click Submit.
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.
Jeanne Clery Disclosure of Campus Security and Campus Crime Statistics Act (Clery Act)
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.
Mandated Reporting of Child Abuse and Neglect
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.
Collective Bargaining Agreements
2014-2019 Collective Bargaining Agreement between SEIU Higher Education Workers Local 2007 and Stanford University
An agreement is in place for Stanford employees represented by SEIU Higher Education Workers Local 2007.
2015-2020 Collective Bargaining Agreement between Stanford Deputy Sheriffs’ Association and Stanford University
An agreement is in place for Stanford employees represented by the Stanford Deputy Sheriffs’ Association.
If you have questions, please contact your school or unit HR manager. A listing of each area's HR manager is online.