This portion of the Employee Handbook summarizes the employment policies and procedures applicable to personnel at Boston College. For more detailed information on this subject, employees are advised to refer to the University's Policies and Procedures.
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Diversity, Equity, and Inclusion
(This section last updated online: July 28, 2023)
Notice Of Nondiscrimination
Founded by the Society of Jesus in 1863, Boston College is dedicated to intellectual excellence and to its Jesuit, Catholic heritage. Boston College recognizes the essential contribution a diverse community of students, faculty, and staff makes to the advancement of its goals and ideals in an atmosphere of respect for one another and for the University's mission and heritage. Accordingly, Boston College commits itself to maintaining a welcoming environment for all people and extends its welcome in particular to those who may be vulnerable to discrimination on the basis of their race, color, national origin, sex, religion, disability, age, marital or parental status, sexual orientation, military status, or other legally protected status.
Boston College rejects and condemns all forms of harassment, wrongful discrimination and disrespect. It has developed procedures to respond to incidents of harassment whatever the basis or circumstance. Moreover, it is the policy of Boston College, while reserving its lawful rights where appropriate to take actions designed to promote the Jesuit, Catholic principles that sustain its mission and heritage, to comply with all state and federal laws prohibiting discrimination in employment and in its educational programs on the basis of a person’s race, color, national origin, sex, religion, disability, age, marital or parental status, genetic information or family medical history, or military status, and to comply with state law prohibiting discrimination on the basis of a person’s sexual orientation.
To this end, Boston College has designated its Associate Vice President for Institutional Diversity to coordinate its efforts to comply with and carry out its responsibilities to prevent discrimination in accordance with state and federal laws, including Title VI, Title IX, Section 504 and the ADA. Any applicant for admission or employment, and all students, faculty members and employees, are welcome to raise any questions regarding this notice with the Associate Vice President for Institutional Diversity:
Boston College Office for Institutional Diversity (OID)
140 Commonwealth Avenue (Office location: 129 Lake Street)
Chestnut Hill, MA 02467
Associate Vice President for Institutional Diversity/Title IX Coordinator
The Associate Vice President for Institutional Diversity oversees the efforts of the following additional Title IX coordinators: (i) Melinda Stoops, Associate Vice President for Student Affairs and Student Affairs Title IX Coordinator (for student sexual harassment complaints), Maloney Hall, Chestnut Hill, MA 02467 (617-552-3482); (ii) Marie Elena Gioiella, University Harassment Counselor, 129 Lake Street, Brighton, MA (617-552-3340); and (iii) Reshauna Cobb, Senior Associate Director Athletics, Internal Operations, 310 Conte Forum, Chestnut Hill, MA 02467 (617-552-8303).
In addition, any person who believes that an act of unlawful discrimination has occurred at Boston College may raise this issue with the Assistant Secretary for Civil Rights of the United States Department of Education.
Affirmative Action Plan
Through its Affirmative Action Plan, Boston College affirms its commitment to the principles of affirmative action, non-discrimination, and equal employment opportunity. Described in the plan are specific and result-oriented measures designed to enhance the inclusion and representation of people of color (Blacks, Hispanics, Asians/Pacific Islanders, and American Indians/Alaskan Natives), women (including women of color), and persons with disabilities in the University's workforce. It is tailored to promote the full utilization of persons of color, women, and other protected groups at all levels and in all segments of its work force where deficiencies exist. It offers means for rectifying patterns of underrepresentation. The University's Affirmative Action Plan focuses on strategies and initiatives undertaken to achieve a more diversified workforce.
The Affirmative Action Plan elucidates policies, procedures, and safeguards designed to advance the aims of equal employment opportunity and affirmative action at the University. It covers all employee categories and facets of employment relationships including (but not limited to) recruitment, hiring, promotion, training, benefits, grievance procedures, and pay. The Plan further analyzes the distribution and representation of people of color and women, identifies problem areas, cites progress made toward the achievement of parity, and offers recommendations for achieving affirmative action goals.
The Affirmative Action Plan acknowledges and documents the University's sustained and continuing efforts toward providing equal employment opportunities and an environment free of discrimination. The Plan communicates the importance and significance of this agenda to each member of the University community and assures that each administrative officer understands her/his role and responsibilities in supporting its effective implementation.
(This section last updated online: July 28, 2023)
The University complies with overlapping federal requirements that extend civil-rights protection to persons with disabilities and prohibit employment discrimination on the basis of disability. The Americans with Disabilities Act of 1990, as amended, protects qualified applicants and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, classification, referral, and other aspects of employment on the basis of disability. Section 503 of the Rehabilitation Act of 1973, as amended, requires affirmative action to employ, and advance in employment, qualified persons with disabilities who, with reasonable accommodation, can perform the essential functions of a job. Section 504 of the Rehabilitation Act of 1973, as amended, bars employment discrimination in any program or activity which receives federal financial assistance.
Questions regarding this policy may be directed to the Vice President for Human Resources, an appropriate administrator, and/or the Associate Vice President of Office for Institutional Diversity.
(This section last updated online: August 10, 2023)
Boston College is committed to supporting parents and strives to provide adequate, functional space to meet a nursing parent's needs on a timely basis. All employees, students, and visitors must follow the process to reserve a Lactation Room listed on the website below.
For questions regarding use of rooms or concerns with location, contact Anthoula Gounalakis, Assistant Director, Office for Institutional Diversity at firstname.lastname@example.org.
All employees are recommended to also contact their department supervisor directly.
Under the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), most employees have the right to break time and a private space to express breast milk for their nursing child.
The Office for Institutional Diversity coordinates the University's compliance efforts under the various federal equal-opportunity and affirmative action regulations in employment and education. The Office develops policy statements, provides regular reports on the University's progress and performance, identifies problem areas, and offers problem-solving assistance to management. It also monitors affirmative action implementation; serves as liaison with enforcement agencies; counsels employees; and conducts seminars, programs and activities that advance the participation of people of color, women, persons with disabilities, Vietnam-era and special disabled veterans, older workers, and others at the University. To achieve these ends, the Office for Institutional Diversity administrator maintains linkages with associations, organizations, and groups that advance the interests of protected groups.
The office also monitors and reports regularly on the University's progress in complying with federal anti-discrimination and affirmative action laws. Persons with questions about University equal opportunity and affirmative action policy, or about the various laws governing these matters, should contact this office. The Associate Vice President of the Office for Institutional Diversity encourages calls about potential or alleged acts of discrimination and harassment and is willing to provide advice and assistance, or to act as a neutral third party to help resolve disputes and conflicts related to such matters. The Office for Institutional Diversity is located at 129 Lake Street on the Brighton Campus.
(This section last updated online: March 29, 2018)
This Massachusetts act, effective April 1, 2018, expressly prohibits employment discrimination on the basis of pregnancy or conditions related to pregnancy. It also describes employers’ obligations to employees who are pregnant or lactating and the protections these employees are entitled to receive. Generally, employers may not treat employees or job applicants less favorably than other employees based on pregnancy or pregnancy-related conditions and have an obligation to accommodate pregnant workers. The law is enforced by the Massachusetts Commission Against Discrimination (MCAD).
One provision in the law is that employers are to provide a notice about the law to any employee who informs her employer that she is pregnant or that she has a pregnancy-related condition.
Therefore, it is most important that any manager or supervisor who is so informed advise the employee to read this section of the Handbook or to contact the Benefits Office for the notice.
An employee who must be absent from work is expected to notify his or her supervisor as soon as possible, and to keep the supervisor regularly informed if the absence continues for two days or more. In like manner, employees should call their supervisors if they are going to be late for work.
Each supervisor is responsible for keeping accurate records of an employee's absences and of sick leave earned and taken. Boston College reserves the right to request a medical examination or doctor's certificate during or following an illness.
If offices are closed due to a severe snowstorm, power failure, or other emergency, notification will be broadcast on radio and television between 6:30 and 8:30 a.m. Stations announcing this information are WBZ Radio (1030 AM), WBZ-TV (Channel 4), and WCVB-TV (Channel 5). Cancellation of classes does not affect the regular operation of University offices; if employees are not expected to report to work, the announcements will specifically state, "Offices are closed." Employees may also call (617) 552-INFO or access Agora for information about an emergency closing or early release.
Since conditions often change during the course of a day, the same stations will broadcast announcements at a later hour regarding cancellation of evening classes in the College of Advancing Studies and the graduate schools.
Should an event warranting an early release, such as a heavy snowstorm, occur during the workday, the Department of Human Resources will instruct supervisors to dismiss their employees. Unless so notified, employees are expected to complete the regular workday. (The decision to dismiss employees is made by the Vice President for Human Resources; the decision to cancel classes is made by the Academic Vice President.)
If conditions in an office cause employees extreme discomfort (excessive temperature/humidity, for example), the supervisor will consult with the Department of Human Resources to determine whether an early release is appropriate.
Employees in essential services (including Dining and the Libraries) is required to remain at, or report to, work during emergency closings.
The Department of Human Resources maintains a record of each employee's employment at Boston College, including such information as education, experience, work performance, and progress. These records are carefully reviewed when an employee is being considered for promotion, salary increase, or transfer.
In accordance with University policy and applicable law, all employee records (including but not necessarily limited to application forms and other records pertaining to hire, promotion, demotion, transfer, work schedule, layoff, termination, rates of pay or other terms of compensation, performance appraisal, and selection for training) kept by the University will be preserved for at least three years from the date of the personnel action. This does not apply to records for positions known to be of a temporary or seasonal nature.
A personnel file may contain personal data as well as employment information. The Department of Human Resources regards this information as confidential and will release it only with the written permission of the employee or by order of a court.
When the Department of Human Resources receives a request for information from agencies, stores, banks, or other institutions, only non-confidential information such as date of employment and name of department will be released. Confidential information such as pay rate, past earnings, home address, or phone number will not be released unless authorized in writing by the employee.
Any change of home or work address or telephone number, or a change in emergency contact information, can be initiated by the employee by accessing Agora and typing in the new information. Employees may also designate the suppression of home address and telephone number in the Communications Directory. Changes in personal data can also be made by informing the Human Resources Service Center in Room 100, 129 Lake Street. Changes in name require the employee to present a copy of a new Social Security card to the Service Center and to complete a form provided by that office. The acquisition of further education or work-related skills should also be reported to the Department of Human Resources.
An employee may schedule an appointment to review the contents of his/her file by calling the Records Coordinator in the Department of Human Resources.
Full-time professional/administrative positions are expected to carry a commitment of at least 35 hours a week; in many cases, however, additional hours may be necessary in order to satisfactorily fulfill the requirements of a job.
For office/clerical and service employees, most full-time positions entail a 35-hour work week, Monday through Friday. However, some positions involve a 37- or 40-hour week with varying schedules. In addition to one unpaid lunch break, office/clerical and service employees are entitled to a 15-minute break or rest period for each half day worked. Breaks must not be used for late arrival or early departure and must be scheduled by the supervisor.
The University will approve flexible work schedules that are consistent with the needs of the employee and, importantly, the needs of the work unit. Of course, every office or work unit has different time demands, and every position has unique responsibilities that may or may not be suitable for a flexible work schedule. As a result, the responsibility for recommending a flexible work schedule rests with the work unit manager for approval by the appropriate Vice President or Dean and the Human Resources Department. The Human Resources Department is available to assist employees, managers, or department heads with regard to particular flexible work schedule requests.
The first six months of employment for professional/administrative employees and the first four months for office/clerical and service employees are considered a probationary period. During this time, work performance is regularly monitored and assessed in order to determine whether or not continued employment status should be granted. A new employee who does not perform satisfactorily according to University standards and/or does not conform to the terms and conditions of employment at Boston College may be terminated after he/she has been given notice in writing. The section on Compensation and Salary Administration in this booklet provides further information relating to salary adjustments in connection with the probationary review process.
(This section last updated online: July 18, 2005)
The University assumes that those associated with the institution will conduct themselves ethically and in accordance with what are generally accepted as "standard business practices." The increasingly complex relationships that have evolved between the University and the numerous individuals, companies, and other groups with which it deals, require that persons representing the University exercise a high degree of personal responsibility, integrity, and sound judgment.
Boston College has issued policies and procedures designed to provide guidance to employees concerning employee code of conduct and business ethical issues. These are:
- Policy 1-100-010, Professional Standards and Business Conduct, General Policy
- Policy 1-100-015, Professional Standards and Business Conduct, Reporting of Fraud
- Policy 1-100-025, Professional Standards and Business Conduct, Use of University Technological and Information Resources
Each employee should be familiar with the policies and procedural guidelines that cover the business activities that are his/her responsibility. This requirement will vary significantly depending on the employee's position, and may include information found in the following or in other sources:
- Bylaws of the Trustees of Boston College University Statutes
- Boston College Policies and Procedures Manual
- Boston College Financial and Accounting Policies and Procedures Manual
- Employee Code of Conduct and Business Ethics booklet
- Departmental operating policies and procedures manuals
It is hoped that by clearly setting forth the standards of behavior that the University expects from its employees, any misunderstandings will be minimized, and any questionable situation can be brought to the attention of the responsible administrator and resolved.
Specific areas of focus include:
- University assets and resources
- Proper accounting
- Use of University computing, information, and records systems
- Software piracy
- Conflicts of interest
- Supplemental employment/outside activities
- Gifts and entertainment
- Any employee who has a question about these issues, or the policies governing them, that cannot be answered by his/her supervisor is encouraged to direct the question to the Vice President for Human Resources or his/her designee.
Hiring and Termination
Exempt Employees (Monthly Payroll)
The University regards regular professional/administrative employment as a full-time, professional commitment. Anyone considering additional internal or external teaching or consulting work is subject to the following requirements:
A full-time professional/administrative staff member may not engage in outside, or additional inside, teaching or consulting work without the prior written approval of his or her immediate supervisor, the appropriate vice president, and the Vice President for Human Resources. It is the policy of the University to review these approvals at least annually to assure that such activities are consistent with University employment policies.
Payment for an additional internal assignment is extraneous to an employee's regular salary, and fringe benefits are not paid in connection with the supplemental salary.
In all outside employment activities, the employee functions without the sponsorship of the University, and the University assumes no responsibility for the activity. Correspondence and reports may not be written on University stationery, and University personnel, facilities, equipment or other resources may not be utilized.
Nonexempt Employees (Weekly Payroll)
Due to Department of Labor regulations concerning overtime pay, employees on the weekly payroll, both full-time and part-time, may not work a second job at Boston College unless prior approval is received from the Compensation Director in the Department of Human Resources.
Employment of relatives is permitted, except in circumstances where an appointment would place related people in supervisory and subordinate roles within the same office or department, or in a situation where influence could be exerted, directly or indirectly, on future decisions concerning the status of employment, promotion, or compensation.
Generally speaking, students are not eligible for hire into regular employee positions at Boston College.
(This section last updated online: November 13, 2002)
A listing of current non-faculty job openings is available on the Human Resources website. The position postings allow the University to inform employees of openings that may afford them opportunities for advancement or transfer. Office/clerical/service positions are posted for at least two weeks, and professional/administrative positions appear for at least four weeks.
Inquiries about posted positions are strongly encouraged from qualified internal candidates, and interested parties should contact the Human Resources Department for further information and consideration. All internal inquiries will be treated confidentially.
University employees are also encouraged to refer external applicants for appropriate job openings.
In filling positions at Boston College, preference is given whenever possible to qualified persons currently employed at the University, with factors such as ability, experience, potential for growth, and the University's affirmative action goals taken into consideration. Employees are encouraged to express interest in positions for which they believe they are qualified.
A promotion is a change from one position to another (either in the same office or in another office) that is classified at a higher grade level. A promotion normally, but not necessarily, is accompanied by an increase in salary.
A transfer is defined as a change from one position to another within the same classification level and salary range and normally does not include an increase in salary.
To be eligible for a promotion or transfer, a person must have completed at least the probationary period, and a year of prior service at the University is strongly preferred.
Notice By The Individual
A staff member should submit adequate written notice to his/her supervisor before voluntarily leaving the University. Those individuals whose responsibilities are determined by the academic calendar are expected to fulfill their commitments through the academic year. Professional and administrative employees are expected to provide a minimum of one month's notice. More advance notice may be appropriate for senior-level positions. Office/clerical and service staff members are expected to provide a minimum of two weeks' notice.
Notice By The University
Termination of an individual may result from reorganization or financial exigencies. Written notice of termination for such reasons will be based on length of full-time service at Boston College and will be communicated to the staff member according to the following schedule:
|Length of Service||Minimum Notice|
|Less than 2 years||1 month|
|2–4 years||3 months|
|5–9 years||6 months|
|10 or more years||12 months|
|Office/Clerical and Service|
|Length of Service||Minimum Notice|
|Less than 1 year||2 weeks|
|1–4 years||1 month|
|5–9 years||3 months|
|10 or more years||4 months|
At the University's discretion, pay may be substituted for all, or a portion of, the notice period. This minimum notice policy does not apply to sponsored program positions funded by outside sources.
Termination For Cause
The termination of an employee for cause by the University is generally the result of an individual's inability to attain the required level of performance in the job, failure to comply with required policies and procedures or standards of professional behavior applicable to employment, or repeated failure to perform required duties. Any termination must be approved by the Vice President for Human Resources, or his/her designee, and must be in accordance with established policies and procedures.
Employees who leave Boston College in good standing and later wish to return are eligible for consideration for rehire provided an appropriate position is available. A previous employee who is rehired will be given credit for prior service for purposes of vacation eligibility and other pertinent benefits if no more than two years have elapsed between termination and rehire.
Employees whose employment is severed from the University may be eligible for unemployment compensation as long as they are available for and actively seeking employment and meet other applicable legal requirements.
To apply for unemployment compensation benefits, an individual must personally visit an office of the Department of Employment and Training (DET), where it will be determined whether or not he/she qualifies for benefits.
All compensation payments made to an individual by the DET are billed to Boston College and are not in any way supported by employee taxation.
Boston College policy on the use and service of alcohol is based on the laws of the Commonwealth, which state that it is illegal for anyone under age 21 to purchase, arrange to have purchased, transport, possess, consume, or carry alcoholic beverages. The University complies with this law.
Managers and staff should be cognizant of the evolving case law on issues of liability in connection with selling or serving alcohol to a minor or to anyone who is obviously intoxicated. Managers and staff should also be aware of their host responsibilities in student-attended events where alcohol is served. Boston College has developed extensive guidelines on student use of alcohol; these policies appear in the annually published Boston College Student Guide and in the University's Policies and Procedures, Policy 1-300-050.
Absolutely no alcohol is allowed on the job or at the worksite. Furthermore, Boston College employees are expected to come to work free of impairment resulting from drinking or use of illegal substances elsewhere, whether at night, at lunch, or at any other time.
Boston College complies with the requirements of the Drug-Free Workplace Act of 1988. As a recipient of federal contracts and grants, the University certifies to all funding agencies that it provides a drug-free workplace by adhering to certain statutory requirements stipulated in the law, including the dissemination of the following policy to all employees:
Boston College prohibits the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in and on University-owned property. A controlled substance is a substance covered by federal law. This includes illegal drugs as well as all drugs and pharmaceuticals for which a license or prescription is required for possession, use, sale, distribution, or manufacture. "Controlled substances" therefore refers to both illegal drugs and prescription drugs taken in non-therapeutic doses. Any Boston College employee determined to have violated this policy may be subject to disciplinary action up to and including termination of employment and referral for prosecution.
The employment of those engaged in the performance of work under a federal contract or grant is conditional on their willingness to abide by the terms of this policy. These employees are also required to notify the Department of Human Resources, in writing, of any drug-related criminal conviction for a violation occurring in the workplace no later than five days following conviction.
Use of Alcohol at Boston College. The University's Faculty/Staff Assistance Program offers a drug awareness program, as well as information and counseling on drug use/abuse-related problems. Employees who have specific concerns about substance abuse or dependency are encouraged to utilize the resources of the Faculty/Staff Assistance Program. This service is confidential.
The Drug-free Campus and Workplace Program, a circular detailing the University's drug-abuse policy, is presented to all new employees during the Benefits Orientation meeting in the Department of Human Resources, and is also distributed annually to each faculty and staff member, and to students. In addition, the following policies may be referenced in the Boston College Policies and Procedures Manual, Policy 1-300-020, Drug Free Workplace; Policy 1-300-025, Drug-free Schools and Campuses; and Policy 1-300-050, The Use of Alcohol at Boston College.
The University encourages employees and managers to resolve any employment-related grievances on an informal basis. Whenever a grievance cannot be resolved informally, the University will arrange for a formal review and will seek a fair and timely resolution of the problem as outlined below. No employee will be discriminated against because he/she has sought resolution of a problem through the grievance procedures.
Issues Subject To Grievance
- Alleged discrimination because of race, color, religion, national origin, sex, age, marital or parental status, sexual orientation, or disability
- Disciplinary actions, including warnings placed in an individual's personnel file, and termination for cause
- An alleged violation, misinterpretation, or inequitable application of a personnel policy or procedure affecting an individual
Issues Not Subject To Grievance
- Terminations related to reductions in force (unless the terminations are alleged to be discriminatory in intent or effect) or to expiration of temporary or externally funded grants or contracts
- The content of published personnel policies and procedures (unless the policies or procedures are alleged to affect an identifiable class of employees in a discriminatory manner)
Formal Review Procedure
(This section last updated: 08/18/2020)
General Policies Concerning Grievances
- Any decision made as a result of a formal grievance hearing will apply only to the individual who submitted the request for review and will not serve as a precedent for establishing or changing any University policy or procedure.
- Employees are expected to exhaust the remedies available to them through the University grievance procedures prior to instituting any proceedings regarding the subject matter of the grievance in any state or federal court or agency. If, prior to or subsequent to commencing a complaint under the Boston College grievance procedure, a complainant files a related claim with a state or federal court or agency, the University reserves the right to discontinue the grievance proceedings if, in its judgment, it determines that continuation either will not conclude the case or will be unnecessarily duplicative.
- A complainant may be accompanied by a representative of his/her choice at any stage of the grievance procedure. If a complainant intends to have an attorney act as his/her advisor, he/she shall so advise the Department of Human Resources at least 24 hours prior to the attorney's first appearance at the University.
- Employees are expected to comply with, and will be bound by, the time limits specified for each level of the grievance proceedings. Failure to comply with applicable time limits may result in a refusal to consider the grievance. If an employee has failed to seek a review within an applicable time limit, the Vice President for Human Resources may at his/her discretion extend that time limit. Extensions may be granted when justified by the complexity of the case or by the unavailability of individuals involved.
As a University dedicated to fostering the dignity of each person, Boston College strives to provide an environment that is free of harassment. The University's policy against discriminatory harassment applies to all faculty, students, employees, contractors, and vendors. Anyone believing he/she has been the subject of harassment should consult this policy, which is outlined below. It is designed to address, formally or informally, cases of discriminatory harassment in accordance with the wishes of the individual concerned. If a person is uncertain about an experience he/she has had (or is having), or if he/she is reluctant to voice complaint about the behavior of another individual, Boston College provides sources (noted below) of information and help.
The discriminatory harassment policy covers harassment based on gender, race, color, religion, national origin, citizenship, handicap, age, sexual orientation, or status as a Vietnam-era veteran. A University Harassment Counselor has been appointed to assist those who believe they have been the subject of discriminatory harassment, or who have become aware of discriminatory harassment. The Discriminatory Harassment Policy is found in Section 1, Policy 1-200-025 of the Boston College Policies and Procedures. A copy of this policy may be obtained from the Department of Human Resources, 129 Lake Street.
Discriminatory harassment is any conduct that, by reference to gender, race, color, religion, national origin, citizenship, handicap, age, sexual orientation, or status as a Vietnam-era veteran, intentionally or recklessly abuses, ridicules, or disparages a person or persons so as to adversely affect their academic or work performance at Boston College. Discriminatory harassment is a violation of University policy and, in many forms, violates state and federal law as well.
Both University policy and the law specifically identify offensive or unwanted sexual behavior as a form of discriminatory harassment when it is forced on an individual in connection with a personnel or academic decision, or when it has the effect of creating a hostile or stressful living, learning, or working environment.
Sources of Assistance
The University's Harassment Counselor is available for consultation to all employees, faculty members, and students. Any individual who wishes to pose questions or to register a complaint about harassment; who has been solicited for information or advice about harassment; who has been accused of harassment; or who, in his/her capacity as a University official, must take action concerning a case of harassment, is encouraged to seek the aid of the Harassment Counselor. Alternatively, an individual may review such concerns with the University's Associate Vice President of the Office for Institutional Diversity. Names and telephone numbers for the Harassment Counselor or the Associate Vice President of the Office for Institutional Diversity may be obtained from the Department of Human Resources at 617-552-3330 or from the Office for Institutional Diversity at 617-552-2323.
The Sexual Assault Network is a primary resource for members of the Boston College community who may be victims of sexual assault. The Network is a group of trained professionals and students who, working in pairs, have volunteered to serve as advocates for victims/survivors of sexual assaults. All discussions with members of the network are strictly confidential.
Members of the network are available for crises or emergencies 24 hours a day and may be accessed by calling the Sexual Assault Hotline, 617-552-2211. A brochure describing the services of the Network is distributed to Boston College faculty, staff, and students each fall, or may be obtained from the Sexual Assault Policy and Resources website through the Office of the Dean of Students.
Smoking is prohibited at all times in or on all Property of Boston College regardless of location. It is the responsibility of all faculty, staff, students, parents, alumni and visitors to observe and enforce the smoking policy while on Boston College Property. In implementing and enforcing this policy, common courtesy and consideration toward others should be exercised.
The University's Faculty/Staff Assistance Program offers smoking cessation coaching for employees. Health Services and the Office for Health Promotion offer support for students. A full list of smoking cessation resources, including those supported by Harvard Pilgrim Health Care insurance plans, can be found through the Health and Well-being website.
The full text of the University Smoking Policy appears in the Boston College Policies and Procedures Manual: University Tobacco & Smoke-Free Policy