The policies listed below are intended to be used as a quick reference.  For additional information on each topic, consult the Faculty Staff Manual.

Equal Employment Opportunity Employer

OBU is an Equal Opportunity Employer. It is considered a Christian obligation to exercise a program of non-discrimination in compliance with all applicable Federal and State laws, including provisions of Title IX of the Education Amendment of 1972 and Section 504 of the Rehabilitation Act of 1973. The University does not illegally discriminate on the basis of race, sex, color, national or ethnic origin, age, disability, or military service with respect to employment, recruitment, hiring, training, assignment, compensation, promotion, use of facilities, and privileges. Pursuant to the exemption granted by Title VII of the Civil Rights Act, the University may discriminate on the basis of religion in order to fulfill its mission.

Safe Workplace Environment

OBU is committed to provide a safe working and learning environment free from intimidation, threats, and acts of violence. OBU will not tolerate any threat or actual infliction of physical violence, from any source, whether the threatening or violent action is perpetuated by or against OBU employees, students, or visitors. Any individual who believes he or she has been subjected to, has observed, or has knowledge of actual or threatened acts of violence should immediately notify his or her immediate supervisor or the Office of Campus Safety.

Drug-Free Workplace

The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited on the OBU campus. A violation of this prohibition by an employee will result in disciplinary action which may include termination of employment. An employee who is convicted of a violation in his or her workplace of any criminal drug statute must notify his or her immediate supervisor in writing no later than five days after such conviction. Failure to report shall be grounds for immediate termination. If reported, and depending upon the facts as they appear to the appropriate University officials, the convicted employee will be subject to personnel action up to and including termination. The employee may be required, as a condition of continued employment, to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a federal, state or local health, law enforcement or other appropriate agency.

All new employees are required to acknowledge by their signature that they have read and understand the drug-free workplace policy. In addition, the Director of Compliance sends an email reminding all employees of the policy, as well as a link to this page.

Sexual Harassment Policy

OBU is committed to provide all students, faculty, and staff with an educational and working environment that is free from sexual harassment.

Sexual harassment in any form is contradictory to the Christian principles by which Ouachita is bound. Disciplinary action for inappropriate behavior may include a verbal warning, a written reprimand, work restrictions, suspension, dismissal, or any combination of the above.

Problem Resolution

The University is aware of the fact that, in any employer/employee relationship, personnel problems and issues may occasionally arise. The University provides two avenues for the prompt resolution of these problems.

  1. Informal Resolution – It is anticipated that most problems and/or concerns are capable of resolution through an informal process. Informal resolution is always advised.
  2. Formal Resolution – Formal resolution is available in the event that the informal resolution process does not resolve the matter to the employee’s satisfaction.

Consult the Faculty Staff Manual for additional information regarding the steps to problem resolution.

Inclement Weather Policy

In light of the fact that Ouachita is a residential campus, the University rarely cancels classes due to inclement weather.

University personnel are expected to be at work when the university is open; however, weather conditions may make it difficult, dangerous, or impossible to report to work or make it necessary to leave work early. Each employee is expected to use their best judgment regarding travel safety during inclement weather. If the individual feels that travel to campus would pose an unreasonable safety risk, that individual is required to notify his or her supervisor immediately. At no point should employees be made to feel they are required to stay at work or come to work if they feel their safety is at risk.

If an employee is unable to report to work because of inclement weather when the university is open, he or she has several options: take the time without pay; use accrued vacation time available, or with the supervisor’s approval, make up the lost time during the same pay period. Sick time may not be used for absences due to weather.

The president will make a decision about any change in the normal university routine as inclement weather circumstances threaten or occur. Actions taken to address inclement weather will include consideration of the university’s mission and the well-being of faculty, staff, students, and property.

In the rare event it becomes necessary to close the university due to inclement weather; announcements will be posted on the OBU public website, email, and social media.


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