El Código de Conducta describe principios, pólizas y algunas de las leyes que gobiernan las actividades de la Universidad y a las cuales nuestros empleados que representan la Universidad deben adherirse. El código de conducta ofrece orientación para una conducta profesional.

In any organization, misunderstandings and problems can develop which require clarification and attention. These disagreements may involve peers or an employee and a supervisor. Each person involved in a disagreement should be treated with respect and a grievance should not be discussed with anyone other than the person(s) involved in its resolution. Pacific University provides each employee with this process for resolving a work-related complaint.

This policy does not apply to complaints related to harassment based on race, color, sex, religion, age, marital status, national origin, physical or mental disability, veteran status, sexual orientation or any other basis protected by applicable local, state or federal law. These concerns should be reported immediately following the procedures outlined in the Harassment Including Sexual Harassment policy.

For purposes of this policy, a consensual relationship is a mutually acceptable intimate, romantic and/or sexual relationship between a University employee with supervisory, teaching, evaluation or advisory authority and an employee or student who is supervised, taught or advised by that employee. 

Any telework arrangement approved under this policy is intended to help prevent the spread of the coronavirus, also known as COVID-19, without putting undue burden, undue added expense, or undue operational difficulty on the supervisor, team, department, and/or University. This policy is only applicable during time periods when the University has determined that this policy is necessary because of the Coronavirus situation. The University reserves the right to revoke this policy and the arrangements approved under this policy at any time, based on the University’s sole discretion.

TeleWork Agreement Form (Form only)

To support the health and well-being of our community during a declared pandemic, Pacific University (“Pacific”) is implementing a COVID-19 vaccination policy.

This policy is designed to be consistent with federal, state, and local public health guidance.This policy is a critical part of our overall strategy and commitment to maintaining a safe and healthy working environment in light of the COVID-19 pandemic. This policy is designed for use together with, and not as a substitute for, other COVID-19 prevention and mitigation measures outlined in Pacific’s HR Return to Campus Guidelines for Faculty & Staff and corresponding guidance documents provided to students.

COVID-19 Vaccination Policy - Spanish

The following procedures offer guidelines for communication in different situations, though every instance will be different.

The Code of Conduct outlines principles, policies and some of the laws that govern the activities of the University and to which our employees who represent the University must adhere. The Code of Conduct provides guidance for professional conduct. The success and reputation of the university in fulfilling its mission depends on the ethical behavior, honesty, integrity and good judgment of each member of the community. Those acting on behalf of the University have a general duty to conduct themselves in a manner that will maintain and strengthen the public’s trust and confidence in the integrity of the University and take no actions incompatible with their obligations to the University.  This Code of Conduct supersedes and replaces all prior Code of Conduct, Confidentiality of Records Agreement & Acknowledgement of Pacific University Policies and Procedures.

This policy describes the tuition assistance available to benefit eligible employees for graduate/professional programs at Pacific University.

For selected Pacific programs of study that are not already covered by the University employee tuition remission policy, and that are designed for working professionals, such as those with hybrid or distance- based curricula and/or a part time schedule, benefit eligible employees may receive tuition assistance not to exceed the value set annually by the IRS per calendar year as tax exempt, toward their Pacific degree program. Tuition charges and applicable fees in excess of the IRS approved amount will be the financial responsibility of the employee. Employees must be admitted and matriculated into a degree or certificate program to receive this benefit, and must maintain the program standard for academic good standing. Failure to maintain sufficient academic standards will result in a loss of this benefit.

For each new cohort (class) the Colleges may accept eligible and qualified employees as students in each degree or certificate program on a space available basis. Note that each program maintains ultimate decision-making authority on admissions decisions per program policies, procedures. Once an employee is accepted into the program, the tuition assistance will continue until the employee graduates as long as academic good standing is continuously maintained.

Requirements:

• Employees must be in good standing
• Employees must have been employed at Pacific for at least one year
• Employees must be benefit eligible
• Employees must be admitted to the program BEFORE they can apply for the assistance

Please see full policy for eligible programs. 

PUNID required to view policy. 

Pacific University has adopted a Floating Holiday Award for Commencement Event Staff to recognize the additional duties and contributions for exempt staff when assisting with the May and August commencement ceremonies.  

Floating Holiday Award for Commencement - HR Procedures Document

Pacific University reaffirms the principle that its students, faculty, and staff have a right to be free from harassment in workplace and academic settings and activities.

Harassment is inconsistent with the nature of an academic community and in some circumstances can be a violation of federal and state law.

The creation, and use, of intellectual property is at the core of the academic enterprise at Pacific University. The intellectual contributions of faculty, staff and students to the University community enrich our common knowledge, and they foster our shared spirit of innovation. More information on copyright law and guidelines can be found through the United States Copyright Office.

Effective January 1, 2013, employees of Oregon public and private higher education institutions are considered by law to be mandatory reporters of child abuse for minors. 

Pacific University promotes the highest standard of ethical and legal conduct. The Code of Conduct, policy and procedures for all workforce members guide this effort. Pacific University promotes open dialogue between members of the Pacific University community, and encourages workforce members to report problems, concerns, opinions without fear of retaliation or retribution.

The University will use best efforts to protect workforce members against retaliation or retribution from reporting actual or potential wrongdoing, including actual or potential violation of law, regulation, policy or procedure.

All workforce members are responsible for promptly reporting actual or potential wrongdoing, including an actual or potential violation of law, regulation, policy or procedure. Workforce members who report concerns in good faith will not be subjected to retaliation, retribution or harassment.

Pacific University maintains an “open door policy” to allow individuals to report problems and concerns. Reports can be submitted in person, by mail, by phone or email to any person in leadership within Pacific University, including:

General Counsel, Associate VP of HR, Legal and Compliance, or
Vice President for Finance and Administration, or
Provost and Vice President for Academic Affairs
2043 College Way
Forest Grove, OR 97116

Request an advance on your pay.

Human Resources maintains the official personnel files for all current and past employees to document benefits and employment related decisions and comply with federal and state recordkeeping requirements.

Supervisors are discouraged from keeping informal files on employees. But supervisors may temporarily maintain records concerning ongoing employee performance. These records will be considered personnel records if they fall within the definition of “personnel records” as defined by ORS 652.750. Supervisors must follow all personnel record retention and confidentiality requirements and must transmit any personnel records to Human Resources in a timely manner and upon request by Human Resources.

Employees have a right to access their personnel records. An employee who wishes to review their personnel file should contact Human Resources to schedule a mutually convenient time when the file can be reviewed at the University. The personnel file cannot be removed from the Human Resources Department. In addition to reviewing their personnel records at the University or in lieu of that, employees may request hard or electronic copies of their personnel records. In accordance with Oregon law, a reasonable charge will be made for hard copies requested by employees.

To ensure the confidentiality of personnel information, access to an employee’s personnel file is limited to the employee, an employee’s authorized representative, and authorized administrators and supervisors.

Pacific University supports the principles of Academic Freedom and encourages free and open discussion of ideas and opinions. As part of its dedication to active citizenship, the university encourages students, faculty, and staff to exercise their civic rights to participate as individuals in the political process.