Augustana College’s campus is closed Monday, March 16, due to weather conditions. This includes all athletic and evening activities, PepsiCo Recreation Center and Thomas Tredway Library.
Dining services will remain open on a regular schedule.
This statement is included in a handout all employees receive, sign and return when they begin work at Augustana, or upon receipt of the handbook:
I hereby acknowledge I have received a copy of Augustana College's Employee Handbook or have viewed the online version. I understand that the policies and procedures set forth in the handbook are not an expressed or implied contractual guarantee regarding my employment relationship with Augustana College, nor do they represent contractual terms of employment. I understand that it is my responsibility to carefully review the employee handbook and ask my supervisor or the director of Human Resources about any of the material that is unclear to me. I also understand that Augustana College, at its option, may change, delete, suspend or discontinue any part or parts of this handbook at any time without advance notice. I also understand that updates are incorporated into this handbook. Printed copies can be requested by contacting the Office of Human Resources.
Andrea Talentino, President of the College
Cabinet members
Kirk Anderson – Chief Financial Officer, Vice President of Finance and Administration; Accounting, Budget, Facilities, Food Service, Human Resources, Information Technology, Payroll
Kent Barnds – Executive Vice President for Strategy and Innovation; Communication and Marketing, Admissions, Financial Aid, Public Relations, Web Services
Wes Brooks – Vice President, Dean of Student Life; Athletics, Diversity, Housing, Intramurals, Student Activities, Student Counseling, Security
Sheri Curran – General Counsel; Compliance, Contract Review, Legal Affairs, Risk Management
Dianna Shandy – Provost; Chief Academic Officer Accreditation, Advising, Convocations, CORE, Curriculum Assessment, Faculty, Field Stations, Institutional Research, International Study, Reading/Writing Center, Tredway Library
Jon Enslin – Vice President for Advancement
Dr. Gauri Pitale – Vice President of Diversity, Equity, and Inclusion
The purpose of this Conflict of Interest Policy (the “Policy”) is to protect the interests of Augustana College in connection with any transaction or arrangement that might benefit the private interests of a trustee, officer, or other key individual. Trustees, officers, and employees with significant responsibilities for the College have a fiduciary duty of loyalty to the College. At all times individuals covered by this policy should act in a manner consistent with these fiduciary obligations and shall exercise particular care to ensure no personal or private interest, or the appearance of such, influences them when making decisions for the College.
This policy covers all members of the Board of Trustees, senior leaders of Augustana College, generally referred to as the Cabinet, and employees identified by the Board of Trustees or the President as having a substantial role in the operations of the College. This Policy may also serve as a guide to all persons employed by the College, regardless of position.
All decisions made by these individuals covered by this Policy must be made solely in the best interests of Augustana College. A “Conflict of Interest” is any circumstance in which the personal, professional, financial, or other interests of an individual covered by this Policy may potentially or actually diverge from, or may be perceived as diverging from, their obligations to Augustana College or the interests of Augustana College.
Conflicts of interest include:
Conflicts of interest also may occur by virtue of the receipt of benefits by a spouse or family member in the circumstances stated above. Individuals covered by this Policy are expressly prohibited from using their position to gain favorable or preferential access to vendors, investment advisors, or organizations for their own benefit, or the benefit of a spouse or family member.
All individuals covered by this Policy shall complete and file a Conflicts of Interest Disclosure Statement annually, or as requested by the Board of Trustees.
Individuals covered by this Policy have a continuing obligation to disclose any potential conflict of interest with respect to any transaction that affects or may affect the College. In the period between the filing of the annual statements, if an individual covered by this Policy believes that he or she may have a conflict of interest with respect to any particular transaction, he or she shall promptly and fully disclose the potential conflict to the Secretary and in his or her discretion also to the Board, the particular Committee involved in the transaction or in the case of a College employee to the President. The individual shall refrain from participating in any transaction with the College that may be impaired by the potential conflict until its review and conclusion by the Audit Committee of the Board of Trustees. The existence or appearance of a conflict of interest does not necessarily imply an ineligibility to College service, but may require that the individual’s participation be modified, avoided, or in some cases, discontinued. One of the keys to evaluating the potential conflict and the appropriate response is full and prompt disclosure.
The Secretary and the President will accumulate and review all disclosure statements and furnish them to the Audit Committee. The Secretary and the President shall also report to the Audit Committee those individuals failing to furnish an annual statement. The Audit Committee will determine whether a conflict of interest exists, and if so, what the appropriate remedy may be.
In all instances where the Audit Committee determines that a conflict of interest (or the appearance of such) does exist, such conflicts, and their remedy, if not otherwise fully disclosed, shall be disclosed to the Board, the applicable Committee, or the President, as the case may be. The Audit Committee shall report to the Board at least annually and also may propose for Board action amendments, revisions or additions to this Policy.
When those covered by this Policy are in a conflict of interest situation with respect to any matter before the Board, an applicable committee, or the administration, that individual shall refrain from voting on any proposed transaction which may be impaired by the conflict, along with any other remedial action required by the Board. Any such transaction shall require the approval by vote of a disinterested majority of the Board or of the particular Committee or where applicable, the President, as the case may be. When deemed appropriate, a notification shall be made in the minutes of the meeting that the person involved did not vote on the matter.
The individual disclosure statements shall be held confidential by the Board, the applicable committee, the President, its Secretary and the Audit Committee. The statements shall made available only: (a) by official action of the Board upon showing of good cause; (b) with the consent of the person who submitted the data which is to be disclosed; (c) by court order; or (d) as otherwise required by Illinois or federal law or regulation.
Updated and Adopted October 2025
Al-Anon Information Service, 2033 E. 32nd St., Davenport, Iowa, 52807-2050; 563-323-1521
Alcoholics Anonymous Illowa Intergroup, 1706 Brady St., Suite 201, Davenport, Iowa, 52803; 309-764-1016
Center for Alcohol and Drugs Services (CADS),1523 S. Fairmount St., Davenport, Iowa, 52801; 563-322-2667
Center for Alcohol and Drugs Services (CADS), 4230 11th St., Rock Island, Ill., 61201; 309-788-4571
Genesis Addiction Recovery Center, 1401 West Central Park, Davenport, Iowa, 52803; 563-421-2900
Rock Island County Council on Addiction,1607 John Deere Road, East Moline, Ill., 61244; 309-792-0292
Riverside Retreat, Trinity Medical Center – West, 2701 17th St. Rock Island, Ill., 61201; 309-779-3000
Alcohol and Drug Referral Hot Line, 1-800-252-6465
Al-Anon, 1-800-344-2666
Narcotics Anonymous World Services, 1-818-773-9999
National Drug & Alcohol Treatment Referral Service, 1-800-662-4357
The following is provided to give a brief guide to the effects of alcohol and a variety of commonly abused drugs and to the criminal penalties that may accompany the conviction for the illegal manufacture, distribution, dispensing, possession or use of controlled substances.
State, local and federal applicable sanctions
Drugs of Abuse Chart from the National Institute on Drug Abuse
Illinois Drug Laws from the Illinois General Assembly (marijuana laws also are available in a simplified table)
Federal Drug Trafficking Penalties Chart from the United States Drug Enforcement Administration
The following information on health risks is from the Centers for Disease Control and Prevention:
Drinking too much can harm your health. Excessive alcohol use led to approximately 95,000 deaths and 2.8 million years of potential life lost (YPLL) each year in the United States from 2011-2015, shortening the lives of those who died by an average of 29 years. Further, excessive drinking was responsible for 1 in 10 deaths among working-age adults aged 20-64 years. The economic costs of excessive alcohol consumption in 2010 were estimated at $249 billion, or $2.05 a drink.
The Dietary Guidelines for Americans defines moderate drinking as up to 1 drink per day for women and up to 2 drinks per day for men. In addition, the Dietary Guidelines do not recommend that individuals who do not drink alcohol start drinking for any reason.
Excessive alcohol use has immediate effects that increase the risk of many harmful health conditions. Over time, excessive alcohol use can lead to the development of chronic diseases and other serious problems,including: high blood pressure, heart disease, stroke, liver disease, and digestive problems; cancer of the breast, mouth, throat, esophagus, voice box, liver, colon, and rectum; weakening of the immune system, increasing the chances of getting sick; learning and memory problems, including dementia and poor school performance; mental health problems, including depression and anxiety; social problems, including family problems, job-related problems, and unemployment; alcohol use disorders, or alcohol dependence. By not drinking too much, you can reduce the risk of these short- and long-term health risks.
Information available at CDC website: Alcohol Use and Your Health
The following information on health risks is from the Centers for Disease Control and Prevention:
Marijuana is the most commonly used illegal drug in the United States, and marijuana use may have a wide range of health effects on the body and brain. About 1 in 10 marijuana users may experience some form of addiction. For people who begin using before the age of 18, that number rises to 1 in 6. People who are addicted to marijuana may also be at a higher risk of other negative consequences of using the drug, such as problems with attention, memory, and learning. Some people who are addicted may need to smoke more and more marijuana to get the same high.
It is also important to be aware that the amount of tetrahydrocannabinol (THC) in marijuana (i.e., marijuana potency or strength) has increased over the past few decades. The higher the THC content, the stronger the effects on the brain. In addition, some methods of using marijuana (e.g., dabbing, edibles) may deliver very high levels of THC to the user.
In many cases, marijuana is smoked in the form of hand-rolled cigarettes (joints), in pipes or water pipes (bongs), in bowls, or in blunts – emptied cigars that have been partly or completely refilled with marijuana. Smoked marijuana, in any form, can harm lung tissues and cause scarring and damage to small blood vessels. Smoke from marijuana contains many of the same toxins, irritants, and carcinogens as tobacco smoke. Smoking marijuana can also lead to a greater risk of bronchitis, cough, and phlegm production. These symptoms generally improve when marijuana smokers quit.
Marijuana use, especially frequent (daily or near daily) use and use in high doses, can cause disorientation, and sometimes cause unpleasant thoughts or feelings of anxiety and paranoia. Marijuana use is associated with temporary psychosis (not knowing what is real, hallucinations and paranoia) and long-lasting mental health challenges, including schizophrenia (a type of mental illness where people might see or hear things that aren’t really there). Marijuana use has also been linked to depression and anxiety, and suicide among teens. However, it is not known whether this is a causal relationship or simply an association.
Information available at CDC website:
The following information on health risks is from the National Institute on Drug Abuse:
People who use MDMA usually take it as a capsule or tablet, though some swallow it in liquid form or snort the powder. The popular nickname Molly (slang for “molecular”) often refers to the supposedly “pure” crystalline powder form of MDMA, usually sold in capsules. However, people who purchase powder or capsules sold as Molly often actually get other drugs such as synthetic cathinones (“bath salts”) instead.
Some people take MDMA in combination with other drugs such as alcohol or marijuana. MDMA increases the activity of three brain chemicals:
Dopamine — produces increased energy/activity and acts in the reward system to reinforce behaviors
Norepinephrine — increases heart rate and blood pressure, which are particularly risky for people with heart and blood vessel problems
Serotonin — affects mood, appetite, sleep, and other functions. It also triggers hormones that affect sexual arousal and trust. The release of large amounts of serotonin likely causes the emotional closeness, elevated mood, and empathy felt by those who use MDMA.
Other health effects include:
• Nausea
• Muscle cramping
• Involuntary teeth clenching
• Blurred vision
• Chills
• Sweating
MDMA’s effects last about 3 to 6 hours, although many users take a second dose as the effects of the first dose begin to fade.
Over the course of the week following moderate use of the drug, a person may experience irritability, impulsiveness and aggression, depression, sleep problems, anxiety, memory and attention problems, decreased appetite, and decreased interest in and pleasure from sex. It’s possible that some of these effects may be due to the combined use of MDMA with other drugs, especially marijuana.
High doses of MDMA can affect the body’s ability to regulate temperature. This can lead to a spike in body temperature that can occasionally result in liver, kidney, or heart failure or even death.
Information from the National Institutes of Health:
MDMA (Ecstasy/Molly) DrugFacts
The following information on health risks is from the National Institute on Drug Abuse:
Prescription opioids used for pain relief are generally safe when taken for a short time and as prescribed by a doctor, but they can be misused.
Opioids bind to and activate opioid receptors on cells located in many areas of the brain, spinal cord, and other organs in the body, especially those involved in feelings of pain and pleasure. When opioids attach to these receptors, they block pain signals sent from the brain to the body and release large amounts of dopamine throughout the body. This release can strongly reinforce the act of taking the drug, making the user want to repeat the experience.
In the short term, opioids can relieve pain and make people feel relaxed and happy. However, opioids can also have harmful effects, including drowsiness, confusion, nausea, constipation, euphoria, and slowed breathing. Opioid misuse can cause slowed breathing, which can cause hypoxia, a condition that results when too little oxygen reaches the brain. Hypoxia can have short- and long-term psychological and neurological effects, including coma, permanent brain damage, or death. Researchers are also investigating the long-term effects of opioid addiction on the brain, including whether damage can be reversed.
People addicted to an opioid medication who stop using the drug can have severe withdrawal symptoms that begin as early as a few hours after the drug was last taken. These symptoms include muscle and bone pain, sleep problems, diarrhea and vomiting, cold flashes with goose bumps, uncontrollable leg movements, and severe cravings.
An opioid overdose occurs when a person uses enough of the drug to produce life-threatening symptoms or death. When people overdose on an opioid medication, their breathing often slows or stops. This can decrease the amount of oxygen that reaches the brain, which can result in coma, permanent brain damage, or death.
If you suspect someone has overdosed, the most important step to take is to call 911 so he or she can receive immediate medical attention. Once medical personnel arrive, they will administer naloxone. Naloxone is a medicine that can treat an opioid overdose when given right away. It works by rapidly binding to opioid receptors and blocking the effects of opioid drugs. Naloxone is available as an injectable (needle) solution, a hand-held auto- injector (EVZIO®), and a nasal spray (NARCAN® Nasal Spray).
Information from the National Institutes of Health:
Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:
Military Family Leave Entitlements
Eligible employees with a spouse, son, daughter or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-¬week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation or therapy; is in outpatient status; or is on the temporary disability retired list.
Benefits and Protections
During FMLA leave, the employer must maintain the employee's health coverage under any "group health plan" on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.
Eligibility Requirements
Who can take FMLA leave?
To be eligible to take leave under the FMLA, an employee must:
Definition of Serious Health Condition
A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee's job, or prevents the qualified family member from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Use of Leave
An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies also may be taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave
Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. To use paid leave for FMLA leave, employees must comply with the employer's normal paid leave policies.
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer's normal call-in procedures. Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave.
Employer Responsibilities
Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA protected, the employer must notify the employee.
Unlawful Acts by Employers
FMLA makes it unlawful for any employer to:
Enforcement
An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.
FMLA does not affect any federal or state law prohibiting discrimination, or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.
FMLA section 109 (29 U.S.C. § 2619) requires FMLA-covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300(a) may require additional disclosures.
For additional information:
1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627
WWW.WAGEHOUR.DOL.GOV
U.S. Department of Labor Employment Standards Administration Wage and Hour Division
Office of Human Resources
639 38th St.
Rock Island, Ill., 61201
Phone: 309-794-7352
Fax: 309-794-8962
