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12.1 Community Standards


Nondiscrimination Policy


Sexual Misconduct Policy


Pets on Campus

Employees are not allowed to bring pets to the workplace. During business hours, the College receives many guests, and in some cases, guests may have a fear of animals, whether justified or not. In addition, guests or employees may have a susceptibility to an allergic reaction to an animal. The College endeavors to provide a welcoming setting for guests and employees, and the presence of animals is inconsistent with the atmosphere that the College is trying to provide. Also, many times outside of business hours, the College’s maintenance personnel may be working in the buildings and the surprise of the presence of an animal may cause injury to an employee engaged in work activity.

(NOTE: College grounds are considered common, non-working space; however, Macalester employees work to maintain the grounds. Employees are asked to use discretion, and to maintain control, when bringing pets on College grounds during non-working times.)

Service/Assistance Animals on Campus

Macalester College recognizes that service/assistance animals can play an important role in facilitating the independence of some individuals with certain types of disabilities. Therefore, an appropriately trained animal, under the control of its partner/handler, may be allowed in campus facilities where animals would typically not be permitted.

The health and safety of Macalester College students, faculty, staff, and the service animal is an important concern; therefore, only service animals that meet the criteria described below will be exempt from the rules that otherwise restrict or prohibit animals.


Adopted from Americans with Disabilities Act, Section 36.104 of the 1991 title III regulation

Service animal – any guide dog, signal dog, or other animal individually trained to do work or perform tasks for the benefit of an individual with a disability, including, but not limited to, guiding individuals with impaired vision, alerting individuals with impaired hearing to intruders or sounds, providing minimal protection or rescue work, pulling a wheelchair, or fetching dropped items.

Companion/Therapy animal –The Department of Justice states that “animals whose sole function is to provide emotional support, comfort, therapy, companionship, therapeutic benefits, or to promote emotional well-being are not service animals.” And, therefore, do not qualify for the same legal protection. A pet can be considered a companion or therapy animal. A therapy animal does not assist an individual with a disability in the activities of daily living. The therapy animal does not accompany a person with a disability all the time, unlike a trained service animal that is always with its owner. Thus, a therapy animal is not covered by laws protecting service animals and giving rights to service animals. Employees are not normally allowed to bring companion/therapy animals to the workplace.

Requirements of service animals and their owners include:

  • Dogs must be licensed in accordance with city regulations and wear a valid vaccination tag.
  • Any other animals that are trained for service to a person with a disability must have vaccinations appropriate for that type of animal.
  • Service animals must be in good health. Any service animals occupying college housing must have an annual clean bill of health from a licensed veterinarian.
  • Owners must provide verification that the service animal meets minimum training standards from a recognized school for service animals must be provide.
  • The service animal must wear some type of easily recognized identification symbol (i.e., harness, backpack). The owner of the service animal must be in full control of the animal at all times.
  • The owner is responsible for appropriate waste clean-up and overall cleanliness of the service animal.
  • The service animal owner is responsible for the appropriate management of his or her animal in all college facilities. Disruptive and/or aggressive behavior on the part of the animal may result in the owner being asked to remove the service animal from college facilities.


You are welcome to use college phones to make a limited, reasonable number of local calls, the duration of which is not so long as to interfere with your work. You may make long distance calls when necessary but only after arranging to charge a personal account, e.g., via a prepaid card or an 800# call to your home carrier.


Firecrackers, sparklers and any other pyrotechnic devices may not be purchased for use, stored in any campus building, or used on campus property.

The following exception may be allowed with pre-approval by the Safety and Security Office: firecrackers, sparklers, and other pyrotechnic devices may be purchased by a college purchase order and used on college grounds by approved vendors that are properly licensed by the State of Minnesota and/or the City of St. Paul and are fully insured (with proof of insurance submitted to the Safety and Security Office.) For more information please contact the Safety and Security Office.


Macalester College policy restricts the possession by employees of weapons of any kind, including firearms, pistols and guns, on College property or while acting in the course and scope of their employment. Macalester College does not tolerate acts or threats of violence.

  1. All employees are prohibited from carrying or possessing firearms, guns, (including but not limited to pistols) and weapons of any kind while on College property.
  2. All employees are also prohibited from carrying or possessing firearms and guns (including but not limited to pistols) and weapons of any kind at all times in all places while engaged in the course and scope of their employment, including when operating College vehicles or otherwise representing the College.
  3. Acts of violence or threats of violence on College property or while acting in the course and scope of employment are prohibited.
  4. Violations of this policy will result in disciplinary action, up to and including immediate termination of employment for the first offense.
  5. Employees are expected to report violations of this policy to the Security office, or a member of the Employment Services Department, or any College employee in a management or supervisory position.


An employee’s wages are personal. Each employee has the right to keep his or her wage information private or to choose to share his or her wage information with others.

Macalester College will not take any adverse employment action against an employee who chooses to disclose his or her own wages to others, or who discusses another employee’s wages if the other employee has already disclosed those wages to the employee.

However, nothing in this policy creates an obligation on the part of any employee to disclose his or her wages. Employees are free to refrain from such discussions and may not be subject to retaliation of any kind for choosing not to discuss his or her wages.

Nevertheless, nothing in this policy permits employees to disclose proprietary information, trade secret information, or information that is otherwise subject to a legal privilege or protected by law. For example, nothing in this policy permits employees to disclose patient information protected by HIPAA or other similar state laws / confidential company financial information / intellectual property / etc.

This policy does not permit an employee to disclose wage information of other employees to a competitor of Macalester College. This policy also does not diminish any existing rights under the National Labor Relations Act.

Any suspected violations of this policy by Macalester College or another individual should be reported immediately to the Director of Employment Services. Consistent with Macalester College’s Non-Retaliation Policy, employees who make good faith reports are protected from adverse employment action.

An employee who believes his or her rights regarding wage disclosures have been violated may bring a civil action under Minn. Stat. § 181.172. Macalester College will not retaliate against an employee for asserting rights or remedies pursuant to Minn. Stat. § 181.172.

If you have any questions about this policy, please contact the Director of Employment Services.