Employee Resources

At Westminster, we are committed to fostering a community where everyone feels that they belong. If you experience or witness bias on campus, please report it so the Bias Response Team can take appropriate action.

Report Bias

You can contact or meet with Reuben Mitchell, Westminster's ombuds, to confidentially discuss interpersonal difficulties, disciplinary actions, promotions, and more.


Independence Day HolidayWednesday, July 4
Pioneer Day HolidayTuesday, July 24
Labor Day HolidayMonday, September 3
Fall BreakFriday, October 26
Thanksgiving HolidayNovember 21–23
Winter BreakDecember 24–January 1
Martin Luther King DayMonday, January 21
Spring BreakFriday March 15
Memorial Day HolidayMonday, May 27

The staff handbook provides information about working conditions, employee benefits, and some of the procedures affecting your employment. It's designed to be a valuable, up-to-date guide to success in any role at Westminster College. Staff are expected to read, understand, and follow all provisions in the handbook.

The purpose of corrective action is, when possible, to assist employees in making improvements by offering clear and precise feedback regarding problems in their conduct or job performance, to communicate the consequences if the same or other mistakes or misconduct reoccur, and to determine when it is appropriate to take further action.

Corrective action can be a result of an employee’s failure to meet expectations for job performance or workplace conduct; violation of college policy; failure to meet professional guidelines and behavioral standards as outlined in the staff handbook; or any other situation in which the supervisor deems necessary to ensure an effective, safe, and productive workplace.

These procedures define the process for any corrective action taken, up to and including termination of employment.

Westminster College is committed to encouraging ongoing growth and development of its staff.

This year the annual performance evaulation process will have more emphasis on feedback and open dialog. The evaluation process utilizes a Supervisor Feedback form and an Employee Feedback form. Corresponding job aids with tips and instructions for completing each form are also available.

Performance Evaluation Documents

All staff performance evaluations must be complete by the end of July. Please send a copy of all completed forms (both supervisor and employee) to Lori Ross so that the documents may be added to personnel files.

All employees of Westminster College are covered by worker’s compensation insurance in the event of a work-related injury or illness. Coverage includes:

  • Medical care for the injury/illness
  • Replacement income
  • Re-training costs
  • Compensation for any permanent injuries

Report a Workplace Injury or Illness

  • Notify your supervisor immediately.
  • Seek appropriate medical attention. Make sure to inform the health care provider that this is a work-related injury/illness.
  • If your injury/illness is life-threatening, call 911 or go to the nearest emergency medical provider.
  • If your injury/illness is not life-threatening, go to:

Monday–Friday, 7:00 am–7:00 pm
441 S. Redwood Road
Salt Lake City, UT 84104
Phone: 801.973.2588

  • Complete the Incident Report and submit the information to Human Resources as soon as possible. HR will submit the details to Worker’s Compensation Fund (WCF) for processing. Your claim number will be provided to you once WCF has been notified.
  • Ask your physician to immediately send all relevant information to WCF, referencing your claim number.
  • If there is going to be time needed away from work due to the injury or illness (other than for immediate medical care), communicate that information with your supervisor and HR. A written doctor’s release is required before an employee is allowed to return to work. FMLA can be provided to employees that are eligible.

Information will also be provided to the Director of Campus Safety for OSHA reporting.

OSHA defines workplace violence as “any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors.”

Potential Indicators and Risk Factors

There are no certain indicators which predict workplace violence, but there are behaviors and circumstances that, in combination, may indicate potential violence. These can include:

  • Personality conflicts between co-workers, or between employees and supervisors
  • Mishandled or contentious terminations or disciplinary actions
  • Bringing weapons to the workplace
  • Use of drugs or alcohol at the workplace
  • A grudge over a real or imagined grievance
  • Personal circumstances, such as the break-up of a romantic relationship, family conflicts, financial or legal problems, or emotional disturbance
  • Domestic violence or stalking—either as the perpetrator or the victim
  • Increasing belligerence
  • Ominous, specific threats
  • Hypersensitivity to criticism
  • Recent acquisition of or fascination with weapons
  • Apparent obsession with a co-worker or supervisor, or with an employee grievance.
  • Preoccupation with instances of workplace and/or mass violence
  • Use of violent language
  • Outbursts of anger.
  • Extreme disorganization or significant change in work habits
  • Noticeable changes in behavior
  • Threats of homicide, suicide, or self-harm


Acts of violence are often preceded by threats. Threats may be explicit (example: “I’m going to get my gun and wait for him.”) or veiled (example: “He’d better watch himself.”). Threats may be spoken or unspoken, and it may be difficult to objectively identify a statement or action that constitutes a threat. A threat may be an inappropriate behavior, verbal or non-verbal communication, or expression that would lead to the reasonable belief that an act has occurred or may occur which may lead to harm to the person who made the threat, to others, or to property.

Reporting Concerns

If you become aware of an act of workplace violence or are concerned that workplace violence may occur, it is important to report it. Reports can be made in the following ways:

Actual workplace violence incidents will be communicated to Human Resources immediately. Potential threats will be assessed, up to and including the involvement of the TABIC (Threat Assessment and Behavior Intervention Committee).


OSHA Workplace Violence Website

OSHA Workplace Violence Fact Sheet

Westminster College Emergency Management Plan

Cigna manages Westminster College’s Employee Assistance Program (EAP), which includes:

  • Legal consultation
  • Parenting advice
  • Senior care advice
  • Help finding child care
  • Help finding animal care
  • Financial services and referrals
  • Counseling services