Human Resources policies focus on topics related to employee standards of conduct and employment status.
The intended audience for these policies includes students, faculty and staff.
It is the policy of the university that employees may not make any entries, changes, or postings to their own accounts, records, or files or to those of their immediate family and/ or members of their household. Violation of this policy may result in disciplinary action, including termination.
The university permits the use of flexible work arrangements when such arrangements are pre-approved, assist in meeting operational needs and/or requirements, and maintain a high level of service for university constituents. There may also be times when a department’s needs require that certain positions follow flexible work arrangements.
It is the general policy of the university to provide legal representation and protection from liability, in accordance with the terms of its Bylaws and rules, to faculty and staff who become involved in claims or suits arising from authorized activities that fall within the scope of their university employment. All court papers and letters from lawyers received by faculty and staff concerning their work at the university must be transmitted promptly to the Office of the Senior Vice President and General Counsel (OGC) in accordance with the university’s Legal Advisory concerning Procedures Governing Summonses, Subpoenas, Lawsuits, Notices and Letters from Lawyers.
It is the position of the university that all employees should enjoy the same treatment during their tenure. As such the university has implemented policies to prevent unfairness in the employment relationship between relatives, members of the same household or related parties. A university employee may not directly influence decisions related to the recruitment, hiring or the terms and conditions of employment of a person who is a member of the employee’s immediate family, with whom he or she shares a household, or with whom he or she has a personal relationship.
It is the policy of the university to conduct a Standard Background Screening for all Finalists for Faculty and Staff positions and for current GW Faculty and Staff who are Finalists for transfer or promotion to certain positions, and to conduct additional background screenings in certain instances, consistent with business necessity.
It is the policy of the university to promptly terminate the records of faculty, staff and student employees for whom no hours have been reported and no pay has been issued for a defined period of time. Supervisors must consult with Benefits Administration, Equal Employment Opportunity, Faculty Personnel, and/or Risk Management as appropriate before terminating the record of an employee who has received no pay as the result of long term or temporary disability, military duty leave, family or other medical leave, or worker’s compensation.
The university employs individuals in temporary positions to deal with operational and staffing contingencies. A temporary position is one that does not receive university benefits due to its transitory nature and for which cumulative employment in one or more temporary positions at the university may not exceed 700 hours in a fiscal year.
The university provides workers’ compensation insurance to eligible employees (all full-time, part-time and wage account employees) for work-related illnesses and injuries that arise from, and occur in the course of, employment. Employees should follow the guidelines and procedures in the university’s Workers’ Compensation Program.
The George Washington University Health Insurance Plan and the Flex Fund Medical Reimbursement Plan (collectively known as the “Plans”) take reasonable steps to protect the privacy of Protected Health Information (PHI) and will use or disclose the minimum amount of PHI required to reasonably provide necessary services.
The International Services Office (ISO) and Office of the Senior Vice President and General Counsel (OGC) are the only offices, departments, or individuals with legal authority to represent to a current or prospective employee that the university will sponsor the foreign national for H-1B nonimmigrant status, U.S. Permanent Residence, or any other immigration classification. Any such commitments made by departments or persons other than these offices will not be considered binding. ISO is the designated office authorized to communicate with the U.S. Department of Labor (DOL), U.S. Citizenship and Immigration Services (USCIS) and the U.S. Department of State (DOS), and to sign all forms requiring a university signature. OGC is also the only GW office authorized to retain private attorneys in such matters. Attorneys representing individual faculty and researchers are not authorized to file employment-based petitions on behalf of the university.