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.


Holiday Date(s)
MLK Holiday Monday, January 20
Spring Break Friday, March 13
Memorial Day Monday, May 25
Independence Day Friday, July 3
Pioneer Day Friday, July 24
Labor Day Monday, September 7
Fall Break Friday, October 16
Thanksgiving Holiday November 25-27
Winter Break December 24-January 1

To make changes to your personal contact information, complete the personal contact information form and email it to Human Resources (humanresources@westminstercollege.edu) or drop it off in-person to Bamberger 106.

To make changes to your payroll direct deposit information, complete the payroll direct deposit form and return it to the payroll office in Bamberger 110. Photo ID will be required.

To make changes to your W-4 payroll tax withholding, complete the W-4 form and return it to the payroll office in Bamberger 110.

Other Resources

As you prepare to end your employment with the college, please review this summary and complete the items listed below.

  • Please provide written notice to your direct supervisor confirming your last day of employment. Email is acceptable. Your last day must be a day actually worked and cannot be a holiday, sick or vacation day.
  • If you’ve been issued a purchasing card, reconcile your last statement, code, and submit your receipts from your purchasing card expenses at least one day before your last working day.
  • Remove any personal documents from your computer that you may need. Computer and email access will end at 5 pm on your last day.
  • Return your keys, ID card, and any college-issued property to your supervisor on your last day. Turn in your purchasing card to your supervisor or other department representative.
  • Create an out of office message for incoming emails to redirect communication to the designated department contact.

Your final paycheck will be issued on your last day of employment via direct deposit. It will include hours worked through that day and accrued but unused vacation hours. You can print a copy of your final paycheck for your records from Web Advisor on your last day.

Benefits (for eligible employees)

Your health benefits will continue through the end of the month in which you end full-time employment. You will receive information on continuing medical and dental coverage through COBRA by mail. Your last paycheck will include deductions for health plan premiums through the end of the month if not already paid.

Medical flexible spending account funds will only be available for reimbursement up to 90 days for expenses incurred prior to your end date, unless you elect continuing coverage under COBRA. Dependent care flexible spending account funds will be available for reimbursement of expenses incurred prior to your end date, through the end of the plan year.

Health savings account funds will be available for ongoing use after your last day.

Retirement plan funds can remain with Transamerica or be rolled over to another qualified retirement plan account.

For additional information on benefit plans, please contact Brittany Wallace (bwallace@westminstercollege.edu or 801.832.2574).

Download the staff exit process

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.

Supervisors are responsible for conducting performance evaluations with all staff annually. This process is designed to encourage feedback and open dialog between employees and supervisors. For detailed instructions, see the Performance Evaluation Process link below.

Once complete, please send a copy the Supervisor Feedback and Employee Feedback forms 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 (humanresources@westminstercollege.edu) 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