BOSTON UNIVERSITY

1 BOSTON UNIVERSITY EMPLOYEE handbook Policies For Non-Represented, Non- faculty Personnel Human Resources 25 Buick Street BOSTON MA 02215 (Revised June 2015) 2 Subject: TABLE OF CONTENTS BOSTON UNIVERSITY EMPLOYEE handbook Table of Contents 100 EMPLOYMENT POLICIES 101 Equal Opportunity, Affirmative Action, Non Discrimination, Reasonable Accommodations 102 Recruitment, Interviewing and Hiring 103 Employment of Aliens, Minors, Relatives and Students 104 Employee Orientation 200 JOB RELATED POLICIES 201 Hours of Work 202 Attendance 203 Promotions and Transfers 204 Termination Notices 205 Reduction in Workforce 206 Employee Grievance Process 207 Length of Service 208 Health and Safety 209 Performance Evaluation Program 300 AUTHORIZED ABSENCES FROM WORK 301 Vacation Leave 302 Sick Leave

2 303 Personal Days 304 Parental Leave 305 Sympathy Leave 306 Jury Duty Leave 307 Military Leave 308 Holidays 309 Compensatory Time Off 310 Intersession Closings 311 Emergency UNIVERSITY Closing 312 Family and Medical Leave (FMLA) 313 Unpaid Time Off 314 Leave of Absence Medical (Unpaid) 315 Leave of Absence Personal (Unpaid) 316 Religious Holidays (Unpaid) 317 Domestic Violence Leave 400 GENERAL POLICIES 401 UNIVERSITY Rules of Conduct 402 Conflict of Interest 403 Patent Policy 404 Solicitations and Distribution 405 Copyright Policy 3 PREFACE The revised Employee handbook incorporates the changes that have been made by the UNIVERSITY , as well as changes that have been made in response to recent laws enacted by the Commonwealth of Massachusetts and the federal government.

3 These revisions supersede previous versions of this handbook . The policy statements contained in this handbook apply to regular employees who are not covered by a collective bargaining agreement and who are not members of the faculty . In specific terms, only regular, full- and part-time employees (those with assignment durations of nine months or more) are covered by the policy statements, including exempt administrative staff, exempt research staff, non-exempt administrative support staff, non-exempt research support staff, teachers, and non- faculty instructors. The policies in this handbook are to be administered in a consistent manner by supervisory personnel.

4 If the employee works on the Charles River Campus, questions regarding the policies should be directed to the Human Resources Consultant responsible for the employee s department. Medical Campus employees with questions regarding these policies, or related matters, should contact Medical Campus Human Resources. Certain policies and procedures contained in this handbook do not apply to teachers at the BOSTON UNIVERSITY Academy and the exempt staff of the Sargent College Clinic. THIS handbook IS NOT AN EMPLOYMENT CONTRACT AND DOES NOT ALTER THE AT-WILL STATUS OF ANY EMPLOYEE The provisions of the Employee handbook are informational and do not constitute an employment contract.

5 Further, the provisions of this Employee handbook are not conditions of employment and may be modified, revoked, or changed at any time by the UNIVERSITY with or without notice. Questions regarding the policies should be directed to the Human Resources Consultant responsible for the employee s department. Medical Campus employees with questions regarding these policies, or related matters, should contact Medical Campus Human Resources. Certain policies and procedures contained in this handbook do not apply to teachers at the BOSTON UNIVERSITY Academy and the exempt staff of the Sargent College Clinic. Nothing contained in this Employee handbook alters the term (duration) of employment of any employee.

6 Unless covered by a specific employment agreement in writing approved by the appropriate Dean, Vice President, or higher level UNIVERSITY official, all employees of the UNIVERSITY are at-will employees, without a specific guaranteed term of employment, whose employment may be terminated at any time with or without cause and with or without notice. No written or oral representations to the contrary by hiring or supervisory personnel can alter the employee s status as an at-will employee, and any term of employment greater than one month s duration and any promise of renewal of employment must be in writing approved by the appropriate Dean, Vice President, or higher level UNIVERSITY official.

7 4 SUBJECT: EMPLOYMENT POLICIES EMPLOYMENT POLICIES BOSTON UNIVERSITY 's employment policies govern the processes and activities that lead to the UNIVERSITY 's employment of the best qualified individuals. They establish the UNIVERSITY 's commitment to equal opportunity, affirmative action, non-discrimination, and reasonable accommodations and are consistent with applicable federal and state laws and regulations. The policies are listed below and the specific provisions are presented in the individual policy statements. 101 Equal Opportunity Policies 102 Recruitment, Interviewing, and Hiring 103 Employment of Aliens, Minors, Relatives, and Students 104 Employee Orientation 5 SUBJECT: EQUAL OPPORTUNITY POLICIES 101 EQUAL OPPORTUNITY POLICIES Equal Opportunity Policy Complaint Procedures for Cases of Alleged Unlawful Discrimination or Harassment Reasonable Accommodation for Individuals with Disabilities Sexual Harassment Policy Self-Identification of Disabled or Veteran Status 6 SUBJECT.

8 RECRUITING, INTERVIEWING, AND HIRING 102 RECRUITING, INTERVIEWING, AND HIRING BOSTON UNIVERSITY 's recruiting, interviewing, and hiring activities are conducted to ensure the employment of the best qualified individuals. These activities must be carried out in a manner consistent with the UNIVERSITY 's commitment to the principles of affirmative action and to ensure that minority group members, veterans, disabled individuals, and women are given equal opportunity for employment and promotion. Recruiting All recruiting efforts are coordinated by Human Resources.

9 Only Human Resources is authorized to place recruitment advertisements or register position openings with employment agencies or search firms. Department Heads may not establish contractual arrangements with employment agencies or search firms. Any such arrangement must be approved and made by Human Resources. All positions covered by this handbook must be posted in the UNIVERSITY 's Job Opportunities listing for at least five (5) working days before an offer of employment can be extended, provided, however, that under certain special circumstances this requirement may be waived with the approval of the Chief Human Resources Officer of Human Resources or his designee.

10 All applicants must apply through Human Resources. This includes current employees applying for promotions or transfers within the UNIVERSITY . All applicants must fill out and sign a BOSTON UNIVERSITY employment application. Interviewing and Pre-employment Testing Applicants who are interviewed by a hiring department may also be interviewed by Human Resources. This includes current employees applying for promotions or transfers within the UNIVERSITY . A current employee must inform his or her supervisor of his or her application for another position within the UNIVERSITY at the time the employee schedules an interview in the hiring department.