Faculty & Staff

The following human resources policies established by the University may need adaptation to the variety of cultural, social, and legal contexts within which the international project is operating. Such adaptation should be made judiciously and in consultation with local legal counsel.

Further specification in the policies may also be required, e.g., a listing of which substances are banned in the University’s substance-free workplace. The details should be documented in the Local Hire Manual, where one exists (see Local Hire Manual), or as a management memo for employees and consultants working on the project.

Substance-Free Workplace

Columbia University operates a substance-free workplace in all locales. Smoking is prohibited in all University-owned, leased, or controlled facilities and vehicles, regardless of local custom. This includes all offices, laboratories, and storage rooms. Employees who smoke must do so outside of University facilities.

Alcohol and other banned substances may not be consumed during work hours. No employee may work under their influence on University premises or while operating a University vehicle, no matter where the substances are consumed. An employee found to be under the influence of alcohol or drugs during working hours is subject to immediate termination of employment.

The use, manufacture, sale, or distribution of illegal drugs is strictly forbidden and grounds for immediate dismissal. Employees should not operate a University vehicle while under the influence of any legal drug that may cause drowsiness or other side effects that may be dangerous under certain circumstances.

For further information, see the policies on Smoking and on Drugs and Alcohol.  

Equal Opportunity

Columbia University is an equal opportunity employer. It does not discriminate against employees or applicants for employment on the basis of race, color, sex, gender, religion, creed, national and ethnic origin, age, citizenship, status as a perceived or actual victim of domestic violence, disability, marital status, sexual orientation, status as a veteran, or any other legally protected status.

Columbia University recognizes that certain countries may have additional anti-discrimination laws apart from or beyond the above policy. The guiding principle in all international projects of the University is that the higher standard of anti-discrimination is the one that rules.

For the full text, see the Equal Employment Opportunity and Nondiscrimination Policies. 

Discrimination and Sexual Harassment

Columbia University is committed to providing a working and learning environment free from discrimination and sexual harassment and to fostering a nurturing and vibrant community founded upon the fundamental dignity and worth of all of its members. Consistent with this commitment and with applicable national and state laws, it is the University’s policy not to tolerate discrimination and sexual harassment in any form and to provide those who feel that they are victims of either with mechanisms for seeking redress.

This means that employees have the right to the enjoyment of a workplace that is free from harassment by word of mouth or conduct resulting in fear, pressure, or discomfort caused by any other fellow employee. Employees who engage in any form of harassment of other employees shall be in breach of this agreement and shall be liable to disciplinary action or immediate dismissal.

Under the University’s policy, all employees are protected from coercion, intimidation, interference, or retaliation for filing a complaint or assisting in an investigation under any of the applicable policies and laws. If an international project hires staff locally, the principal investigator is obliged to inform each new employee of these policies and any applicable local laws, and to provide specific information on to whom a complaint or concern may be addressed.

Further information on this topic may be found in Columbia University Equal Employment Opportunity and Nondiscrimination Policies and Procedures on Discrimination, Discriminatory Harassment and Sexual Harassment.