The Human Resources Office is responsible for employee benefits, employment files, and employee policies.
As a member of the Central Midwest HERC, we seek to recruit and retain a diverse, talented workforce.
All faculty and staff are bound by the University's Human Rights Policy.
Why Work at St. Ambrose University?
Be a part of a thriving University campus in Davenport, Iowa, where more than 3,200 students earn their bachelor's, master's, or doctoral degree.
An exceptional place to work, offering an excellent comprehensive benefits package, including a competitive health insurance plan, up to 7% matched retirement, life insurance, tuition remission, wellness incentive program, generous paid time off, and more. The University's core values include catholicity, integrity, liberal arts, lifelong learning, and diversity. St. Ambrose University is a member of the Higher Education Recruitment Consortium (HERC), offering a diverse workforce.
Located along the banks of the Mississippi River, Davenport is a vibrant and progressive community with more than 100,000 residents. It is the regional epicenter of the metropolitan Quad Cities (pop. 380,000) – which is comprised of three other cities: Moline and East Moline, Illinois and Bettendorf, Iowa – and the third largest city in the State of Iowa (which was named the #1 most livable state in 2018 by U.S. News and World Report).
Davenport offers some of the nation's best schools, friendliest neighborhoods, highest quality public services, and a distinguished reputation for the arts, entertainment and especially music. Davenport, "Where the Mississippi Celebrates," is a great place to live, work, play, and raise a family.
Wellmark creates and publishes machine-readable files on behalf of St. Ambrose University's self-funded health plan.
To view to the files, please click on the link below.
Learning and growth at work (and in life!) is a journey andlife-long process. St. Ambrose University is committed to your professional and personal development and is now proud to offer LinkedIn Learning to its team members!
The University is committed to providing a work and educational environment that is free from discrimination. The University adheres to all applicable federal and state civil rights laws banning discrimination in private institutions of higher education.
The University administers its educational programs under its policy that all admissions criteria, services, programs, housing decisions, and employment decisions are determined and maintained on a basis that does not discriminate against any employee (as used herein "employee" includes all faculty, administrative, and staff employees), applicant for employment, student or applicant for admission on the basis of race, color, creed, sex, sexual orientation, gender identity, religion, military or veteran status, national origin, physical or mental disability, pregnancy, age, or any other protected category under applicable local, state or federal law. The University reserves the right to impose qualifications based on religion if a bona fide occupational qualification is reasonably necessary for the operation of the University.
Any person having inquiries concerning the St. Ambrose University application of Title VII of the Civil Rights Act of 1964, Title IX of the 1972 Education Amendments*, Section 504 of the Rehabilitation Act of 1973, as amended, and all other applicable federal, state and local laws should contact one of the following:
Title IX Coordinator
Director of University Compliance
518 West Locust Street
Davenport, Iowa 52803
1) Student Issues. Report to Christopher Waugh, Dean of Students, St. Ambrose University, 518 W. Locust St., Davenport, Iowa 52803, 563-333-6259.
2) University Faculty and Staff Issues. Report to Audrey Blair, Director of Human Resources, St. Ambrose University, 518 W. Locust St., Davenport, Iowa 52803, 563-333-6191.
3) Athletics Issues. Report to Mike Holmes, Director of Athletics, St. Ambrose University, 518 W. Locust St., Davenport, Iowa 52803, 563-333-6233.
4) ADA/504/Student Disability Issues. Report to Ryan Saddler, Director of Accessibility Resource Center, St. Ambrose University, 518 W. Locust St., Davenport, Iowa 52803, 563-333-6275.
In addition, Inquiries may be made externally to:
Office for Civil Rights (OCR) U.S. Department of Education
400 Maryland Avenue, SW
Washington, DC 20202-1100
Customer Service Hotline #: (800) 421-3481
Fax: (202) 453-6012
TDD#: (877) 521-2172
Equal Employment Opportunity Commission (EEOC)
*Title IX prohibits sex discrimination, including sexual harassment and sexual violence, in all education programs and activities. For more information please visit www.sau.edu/compliance.
Policy on an Alcohol and Drug-Free Workplace
The purpose of this policy is to work toward the prevention of substance abuse in the University community. The use of illicit drugs is prohibited by this policy. All employees are required to obey all state, federal and local laws and regulations regarding the prohibition of illicit drugs and the rules regarding use of alcohol on campus, on University property, or as part of any University sponsored events. A University sponsored event for purposes of this policy is an event that is directly organized and/or sponsored by the University.... Employees who violate state, federal or local drug or alcohol laws are subject to criminal prosecution; and employees who violate University policies are subject to institutional sanctions up to and including termination of employment. In addition, improper use or abuse of prescription drugs or alcohol can seriously injure the health of employees, impair the performance of their responsibilities and endanger the safety and well-being of fellow employees, students and members of the general public.
University employees must fully comply with all laws of the State of Iowa, including those regarding the possession and consumption of alcohol on University property and as part of a University sponsored event.
The following are specific provisions: no one may dispense or give alcohol to a person under the age of 21 or to anyone visibly intoxicated; no one may permit the possession or consumption of alcohol by a person under the age of 21 or by anyone visibly intoxicated; and no one under the age of 18 may dispense alcoholic beverages.
Employees over the age of 21 may consume alcoholic beverages (in compliance with Iowa law) at certain official University functions on University property or part of a University sponsored event, only where authorized by University officials.
Consumption of alcohol, intoxication, or the misuse of alcohol while on the job is prohibited.
Illegal drugs are not permitted on campus or at any location at which University business is conducted. This means all employees are absolutely prohibited from unlawfully manufacturing, distributing, possessing or using controlled substances in the workplace, on University property, or at a University sponsored event.
Following is a partial illustrative list of controlled substances that are barred from use by University policy and applicable laws: heroin, morphine, cannabis (marijuana, hashish), stimulants (cocaine, amphetamines), depressants (tranquilizers), hallucinogens (PCP, LSD, "designer drugs").
Any employee convicted of violating a criminal drug statute in the workplace must inform the University of such conviction (including pleas of guilty or nolo contendere) within ﬁve days of the conviction occurring. Failure to so inform the University will result in severe disciplinary action, up to and including termination for the ﬁrst offense.
For employees convicted of violating a criminal drug or alcohol statute in the workplace, the University reserves the right, within its discretion, to offer participation in an approved rehabilitation or drug abuse assistance program as an alternative to discipline, with the employee required to participate satisfactorily as a condition of continued employment. However, it is the University's position that these resources are best used voluntarily before workplace problems occur. If an employee has failed to avail him or herself of such help and such problems do occur, the University will have little choice but to act severely against such abusers in the interests of protecting all employees.
Violations of alcohol or drug policies shall result in appropriate disciplinary action up to and including termination of employment. If the use or abuse of drugs and/or alcohol threatens to cause disorder or danger to the members of the University community, others, or campus property, appropriate action will be taken. Enforcement and discipline shall be consistent and due process appropriate for the offense shall be applied in accordance with established University policies and procedures.
When the University identifies substandard work or unacceptable job performance that may be attributed to substance abuse, it may offer evaluation and subsequent treatment, and require completion and proof of completion of treatment as a condition of continued employment. It is the responsibility of the employee to cooperate in his or her treatment. Discipline up to and including termination of employment may occur if the individual does not meet acceptable job performance standards, or if the individual continues to violate drug or alcohol policies of the University.
Allowance will be made for time off for recovery and for medical and counseling services for staff in accordance with PTO/RSD policies, and applicable laws. Strict confidentiality will be maintained, to the fullest extent possible, in all matters related to referral and treatment.
The University encourages employees who have substance abuse problems to seek help through the Employee Assistance Program (EAP). EAP is a confidential short-term counseling service provided by the university and offered as part of the benefits package. This counseling service is for a variety of issues including substance abuse. For more information contact the Human Resources office.
All employees are asked to acknowledge that they have been informed of the above policy and agree to abide by it in all respects. By law, such acknowledgment and agreement are required as a condition of continued employment.