Temple University Department of Human
Resources Employee Manual
Revised: January 2024
Temple University
Employee Manual
Disclaimer
Nothing in this Employee Manual constitutes a contract, express or implied. Temple
University, in its sole discretion, may modify, alter, delete, suspend, or discontinue any part
or parts of the policies in this manual at any time, with or without prior notice to its
employees. Unless otherwise specified, any such change to the Employee Manual shall
apply to existing as well as future employees. The Human Resources Department is
responsible for developing and implementing personnel policies. Policies and procedures
may change with the approval of the appropriate University Officer. No employee may rely
on or otherwise interpret a statement or promise by a supervisor, manager, or department
head as constituting a change in policy, nor will any such statement or promise constitute
an agreement between the University and an employee. Unless otherwise covered by a
collective bargaining agreement or written contract with fixed terms of employment, all
Temple University employees are what the law terms “at-will” employees and nothing in
this Employee Manual changes their at-will” employment status. An at-will employee may
end his or her employment at any time, for any reason, with or without notice to Temple
University, with or without cause. Likewise, Temple University may terminate an at-will
employee at any time, with or without notice, for any reason, with or without cause. Further,
an at-will employment relationship with Temple University does not create an express or
implied agreement for continued employment for any period.
Table of Contents
Section 1: Introduction
1.1 Welcome to Temple University 1
1.2 About Your Employee Manual 2
Section 2: About Temple University
2.1 Temple University-of the Commonwealth System of Higher Education 3
2.2 Department of Human Resources 4
2.3 Temple Employment Culture 4
2.4 Sustainability 5
Section 3: The Temple Community
3.1 Employee Categories 6
3.2 Full-Time, Part-Time, Introductory/Probationary and Temporary Employees 6
3.3 Exempt and Non-exempt Employees 6
3.4 Bargaining and Non-bargaining Unit Employees 7
3.5 Student Workers 7
3.6 Volunteers 7
Section 4: Starting Your Job
4.1 Employment Applications and Other Forms 7
4.2 Background Checks 8
4.3 Accuracy of Personnel Information 10
4.4 Pre-employment Health Assessments 10
4.5 Employment Eligibility 11
4.6 Sponsorship of Foreign Nationals for Lawful Permanent U.S. Residence 11
4.7 Identification Cards 11
4.8 New Employee Orientation 12
Section 5: Reporting to Work
5.1 University Office Hours 13
5.2 Regular Work Schedules 13
Section 6: Time Away from Your Job
6.1 Holidays and Personal Days 14
6.2 Vacation 14
6.3 Sick Leave 16
6.4 Bereavement Leave 17
6.5 Jury Duty or Court Appearance 18
6.6 Family and Medical Leave 18
6.7 University Medical and Personal Leave 20
6.8 Leave Due to Domestic or Sexual Violence 20
6.9 Pregnancy Accommodation Leave 20
6.10 Military Leave 21
Section 7: Understanding Your Benefits
7.1 Benefits 21
7.2 Notice of Privacy Regarding Personal Health/Medical Information 21
7.3 Personal Data Changes 22
7.4 Health Insurance Benefits 22
7.5 Life and Disability Benefits 23
7.6 Retirement Plan and Voluntary 403(b) Contributions 23
7.7 Flexible Spending Accounts 23
7.8 Transportation Benefits 24
7.9 Tuition Remission 24
7.10 Health Benefits upon Termination (COBRA) 26
7.11 Domestic Partner Benefits 26
7.12 Employee Home Ownership Program 27
7.13 Worker's Compensation 27
Section 8: Your Pay and Expenses
8.1 Payroll Taxes and Tax Reporting 28
8.2 Payroll Schedules 28
8.3 Faculty Pay Schedule 29
8.4 Time Records 29
8.5 Distribution of Pay 30
8.6 Voluntary Deductions from Wages 31
8.7 Involuntary Deductions: Garnishment and Wage Assignments 31
8.8 Overtime 31
8.9 Supplemental Payments 32
8.10 Salary Docking of Exempt Employees 32
8.11
W-2 and 1042-S Forms 33
8.12 City Wage Tax Refunds 35
Section 9: Job Classification and Compensation
9.1 Classification of Jobs and Salary Structures 36
9.2 Position Descriptions 36
9.3 Review of Classification of Jobs/Positions 36
9.4 Wage/Salary Structures for Positions 36
9.5 Salary Structures and Hiring Rates 37
9.6 Annual Increases to Salary 37
9.7 Performance Bonuses 37
9.8 Salary Adjustments upon Reclassification 37
9.9 Additional Compensation 38
Section 10: Your Career at Temple
10.1 Employment Selection and Placement 38
10.2 Open Positions 38
10.3 Applying for a New Job within Temple 39
10.4 Interview Process 40
10.5 Offer of Employment 40
10.6 Temp-to-Regular Hire Policy 41
10.7 New Hire: Introductory/Probationary Period 41
10.8 Existing Employee: Introductory/Probationary Period 41
10.9 Performance Development Plans (PDPs) 42
10.10 Rehiring by Temple University 43
Section 11: University and Employment Standards
11.1 Non-discrimination 44
11.2 Anti-harassment, Including Sexual Harassment 44
11.3 Disability: Reasonable Accommodation 45
11.4 Non-bargaining Employee Dispute Resolution 46
11.5 Conflicts of Interest and Gifts 46
11.6 Conflicts of Interest: Employment of Relatives, Nepotism and
Consensual Romantic Relationships 47
11.7 Conflicts of Interest: Faculty 49
11.8 Drug-free Workplace 49
11.9 Drug and Alcohol Abuse 50
11.10 Drug and Alcohol Testing 50
11.11 Gambling in the Workplace 51
11.12 Political Activities 51
11.13 Software and Technology Usage 52
11.14 Safety 53
11.15 Social Security Number Usage 53
11.16 Anti-retaliation in Employment 53
11.17 HIV/AIDS Non-discrimination 54
11.18 Anti-retaliation in Reporting Violations of Medical Services 55
Compliance: False Claims Act
11.19 Ethics Reporting Policy and Procedure 55
11.20 Policy for Misconduct in Research and Creative Work 56
Section 12: Employee Conduct
12.1 Work-Related Behavior Expectations 57
12.2 Weapons on Campus 57
12.3 Violence in the Workplace 58
12.4 Faculty and Student Relationships 59
12.5 Confidential Information 60
12.6 Workplace Surveillance and Searches 61
12.7 Use of Communications Systems 62
12.8 Monitoring and/or Recording of Telephone Calls 62
12.9 Voice Mail, Email, Email Lists and Discussion Forums 63
12.10 Internet Usage and Computer Games 65
12.11 Office Attire 66
12.12 Outside Activities or Employment/Consulting 66
12.13 Smoking in the Workplace 67
12.14 Solicitations and Distribution of Literature 68
12.15 Emergency Closings 68
12.16 University Investigations and Internal Hearings 71
12.17 Use of University Property 71
12.18 Procurement and Use of Cellular Equipment 71
12.19 Employment Compliance with NCAA Regulations 72
Section 13: Your Employment File
13.1 Official Personnel File 73
Section 14: Leaving the University
14.1 Termination of Non-introductory Employees 73
14.2 New Hire: Discharge of an Introductory/Probationary Employee 73
14.3 Resignation 74
14.4 Retiring from the University 74
14.5 Non-bargaining Employee Dispute Resolution 74
14.6 Reduction in Force 75
14.7 Severance 75
14.8 Vacation Pay upon Termination 76
14.9 Exit Process 76
14.10 References 76
14.11 Credit Requests 76
Appendix 1 79
1
Introduction
1.1 Welcome to Temple University
Welcome to Temple University and to what we hope will be a long, productive, and deeply
satisfying career at one of America’s finest urban research universities.
Temple was founded in 1884, to serve outstanding, motivated people of all backgrounds,
and more than 120 years later, Temple still embraces the tradition of access to excellence.
Yet today’s Temple is also on the move. In recent years, academic standards, student
enrollment, groundbreaking research, facilities construction, alumni involvement, the
vibrancy of campus residential life, and the university’s impact on the surrounding
community have all surged. Temple’s staff, faculty, and students have developed an
extraordinary amount of momentum; we hope you can feel that energy.
This employee manual was prepared to help you become familiar with Temple and its
policies and procedures. Please read it carefully. If you have questions or concerns, please
speak with your supervisor, who should be able to answer most of your questions or direct
you to someone who can. If you need further information or assistance, please contact
Temple’s Human Resources Department at 215-204-7174, or 7-7174 if you are calling from
a campus telephone.
On behalf of Temple’s extended family, thank you for joining us. We look forward to
working with you.
2
1.2 About Your Employee Manual
The purpose of this Employee Manual is to provide employees with a ready source of
information about Temple University and the policies and procedures it has established.
Although Temple University has tried to be comprehensive, the manual does not, and
cannot, include policies that address every situation that may arise. Temple University has,
and reserves, the right to adopt new, alter or cancel existing policies and procedures at any
time. The official copy of all policies and procedures in this manual, including revisions, can
be found on the Human Resources website at www.temple.edu/hr or the university policies
website at policies.temple.edu. The policies and procedures set forth in this manual apply to
all faculty, staff, student workers, including those receiving work study and volunteers.
Applicable collective bargaining agreements or Board of Trustees’ policies included in the
faculty handbook may provide for variations in certain matters, including employee benefits,
contained in the manual. In such circumstances, the benefits and policies set forth in those
authoritative documents supersede the policies and procedures contained in this manual with
regard to covered individuals.
An employee’s department may have additional specific procedures for many of the general
policies stated in the manual. Each employee is expected to learn his/her department’s
procedures and comply with them. In the event of any conflict between policies in this
manual and departmental procedure, the policies in this manual supersede and control. Each
employee is also expected to conform to the professional standards of his/her occupation.
Questions regarding this manual or any of the policies should be directed to your
supervisor, department head, or to the Human Resources Department, located in Temple
Mitten Hall, 1913 N. Broad Street, Ground Floor, at 215-204-7174.
3
About Temple University
2.1 Temple University—of the Commonwealth System of Higher Education
Founded in 1884 by Dr. Russell Conwell as an informal adult-education outgrowth of his
Baptist Temple ministry, Temple College was chartered in 1888 and incorporated as
Temple University in 1907. In 1965, Temple became a member of the Commonwealth
System of Higher Education, and is one of three state-related, comprehensive research
universities in Pennsylvania.
Today’s Temple has faculty in 17 schools and colleges, including five professional schools.
Two of Temple’s eight locations are in North Philadelphia: the 115-acre Main Campus and
the 17-acre Health Sciences Center. Center City Philadelphia is home to the School of
Podiatric Medicine and Temple University Center City, which serves the credit and non-
credit education, and enrichment needs of area corporations and residents. Temple’s 186-
acre campus in suburban Ambler offers programs in community and regional planning,
horticulture, landscape architecture and other, majors; and a professional center in Fort
Washington offers credit and non-credit courses for adult learners. An eighth location is in
the heart of the state’s capital, Harrisburg. Around the world, Temple has campuses in
Rome and Tokyo, and the university operates study abroad programs in London, Beijing,
Paris and other locations worldwide. https://www.temple.edu/academics/campuses
Temple University’s Mission Statement
Opportunity. Engagement. Discovery.
Temple University educates a vibrant student body and creates new knowledge through
innovative teaching, research and other creative endeavors. Our urban setting provides
transformative opportunities for engaged scholarship, experiential learning, and discovery
of self, others and the world. We open our doors to a diverse community of learners and
scholars who strive to make the possible real.
We are committed to the ideals upon which Temple was founded:
• providing access to an excellent, affordable higher education that prepares
students for careers, further learning and active citizenship.
• creating a collaborative community of outstanding faculty and staff who
foster inclusion and encourage the aspirations of Temple students.
• promoting service and engagement throughout Philadelphia, the
Commonwealth of Pennsylvania, the nation and the world.
4
2.2 Department of Human Resources
Temple University’s Human Resources Department operates as a strategic partner and
internal consultant to the entire Temple University community, supporting the university’s
focus on academic excellence and research. It utilizes progressive human resource practices
to foster positive change, anticipate needs and establish processes that will best serve its
constituents. The Human Resources Department develops, promotes and provides a
framework for ethical, consistent and fair treatment, constantly seeking to hire, retain and
support a diverse and highly qualified workforce.
Human Resources Department’s Mission Statement
The mission of the Human Resources Department is to sustain and advance the university’s
goals through the attraction and retention of a quality workforce. The Human Resources
Department accomplishes this mission by providing exceptional services that are integrated
and strategically aligned to the teaching, research and social missions of the university. Its
benefits, payroll, compensation, employment, employee relations, learning and
development, and labor relations services support organizational effectiveness and
individual achievement. The Human Resources Department is committed to attracting,
hiring, supporting, developing and recognizing Temple University’s most valuable
resource: it’s PEOPLE.
The Human Resources Department has the following three locations:
Main Campus, 1913 N. Broad St., Mitten Hall, Room 40 Lower Level,
215-204-7174 (1-7174)
Health Sciences Campus, Room 300 Student Faculty Center, Broad and Ontario Streets,
215-707-5135 (2-5135)
The complete HR staff directory is found on the HR website at
www.temple.edu/hr/resources/directory.htm
2.3 Temple Employment Culture
At Temple, our people are our most valuable resource, essential to the success of our
university and our students. We value our employees for their unique ability to contribute,
create and innovate for the advancement of the entire university community. We cultivate a
safe and vibrant workplace where employees can achieve their personal and professional
goals while creating lasting connections. Employees are encouraged to unlock their
potential through opportunities in academics, career development, programming, events and
group engagement. Our commitment to providing meaningful work and cultivating a
workplace culture that fosters the overall well-being of employees is grounded in our core
values.
5
2.4 Sustainability
Temple University is committed to fostering a pervasive culture of environmental
responsibility throughout the university. It is incorporating sustainability principles (meeting
the needs of the present without compromising the ability of future generations to meet their
own needs) into the university’s strategic, operational, academic and service priorities. The
sustainability efforts will encompass a balanced approach that respects the environmental,
economic, social and communal aspects of its choices to ensure that Temple designs
forward-looking, practical and affordable programs for sustainability. More information
about our sustainability efforts can be found on the Office of Sustainability website at
www.temple.edu/sustainability.
6
The Temple Community
3.1 Employee Categories
Temple University has developed categories so that employees understand their
employment status. These categories, in and of themselves, do not guarantee employment
for any specified period.
Most Temple University employees fall within various categories:
Full-time, part-time,
Exempt or non-exempt, and
Bargaining unit or non-bargaining unit.
Categories found within the Temple University community are outlined below.
3.2 Full-Time, Part-Time, Introductory/Probationary and Temporary
Employees
FULL-TIME REGULAR employees are those who are not in a temporary or introductory
status and who are regularly scheduled to work thirty-five (35) hours or more per week.
PART-TIME REGULAR employees are those who are not assigned to a temporary or
introductory/probationary status, and who are scheduled to work fewer than 35 hours per
week.
INTRODUCTORY/PROBATIONARY employees are those whose performance is being
evaluated to determine whether further employment with Temple University is appropriate.
(See Section 10.7)
TEMPORARY employees are those who are hired as interim replacements, to supplement
the workforce temporarily, or to assist in the completion of a specific project. Employment
assignments in this category are of a limited duration. Employment beyond any initially
stated period does not in any way imply a change in employment status or any right to
continued employment.
3.3 Exempt and Non-exempt Employees
Each employee is classified as either Non-Exempt or Exempt in accordance with federal
and state wage and hour laws.
NON-EXEMPT employees receive overtime pay under the specific provisions of federal
and state laws and any applicable collective bargaining agreement.
EXEMPT employees are excluded from specific provisions of federal and state wage and
hour laws mandating overtime pay, and generally do not receive overtime pay. In addition
7
to the above categories, most Temple University employees belong to one of the
employment categories described below.
3.4 Bargaining and Non-Bargaining Unit Employees
Temple University recognizes several unions as the bargaining representatives of various
groups of employees. The terms and conditions of employment of bargaining-unit
employees are governed by the applicable collective bargaining agreements. To the extent
they differ, the benefits and policies set forth in the collective bargaining agreement and the
applicable work rules adopted by Temple University pursuant to that agreement supersede
this Employee Manual.
All employees not covered by a collective bargaining agreement are Non-Bargaining Unit
Employees.
3.5 Student Workers
Student workers are students currently enrolled and regularly attending classes at Temple
University. Their employment by a university department, both on and off-campus, is
incidental to their primary purpose of pursuing an academic course of study. Student
workers, including those eligible to receive work-study and international students, are
subject to additional requirements as set forth by the Office of Student Financial Services
and International Affairs, respectively.
Please consult the separate Student Worker Policy and Procedures maintained by Payroll
Management.
3.6 Volunteers
Temple University’s volunteer policy is located on the University Counsel site under Policy
and Procedures. For more information, please visit https://counsel.temple.edu/
Starting Your Job
4.1 Employment Applications and Other Forms
Temple University relies upon the accuracy of information contained in the employment
application, as well as the accuracy of other data presented throughout the hiring process and
during your employment. All new employees and rehires are required to complete I-9 forms
within three days of beginning work.
Additional forms which may be required during the onboarding process include, but are not
limited to:
8
• Criminal History Disclosure
• W-4 Employee Withholding Allowance Certificate
• Acknowledgement of confidential information policy
• Acknowledgement of Employee Manual and Rules of Conduct
• Acknowledgement of Worker Compensation Rights and Responsibilities
• Other related new hire documents
Current employees may be required to update or execute any of the above forms. Any
employee who misrepresents information on the above forms; fails or refuses to complete
the above forms or to provide Temple University with requested documentation may be
subject to discipline, up to and including termination from employment.
4.2 Background Checks
Temple University conducts background checks for individuals recommended for hire in
certain selected positions. Examples of the type of positions for which Temple University
may conduct a background check include, but are not limited to:
• positions that are designated as financially sensitive, such as billers, accounts
payable staff, bursars’ office staff, medical receptionists/schedulers and cashiers,
and employees who are authorized purchasing card users.
• positions that require driving a Temple-owned vehicle as an essential duty of the
position, such as drivers, coaches and refuse haulers, or driving for official Temple
University business.
• positions that involve work with minors, such as coaches, admission counselors,
clinic workers, summer camp staff, and after school program coordinators.
• positions that are safety and security-sensitive, such as security officers and police
officers.
• positions that provide access to student living areas, such as resident directors and
student health specialists.
• positions that require access to radioactive and other biohazardous materials.
• Positions that work in a healthcare related school, college, or department or funded
in whole or part by a grant.
Background checks may include, depending on the position, a criminal history check, a civil
litigation check, an FBI clearance, a motor vehicle driving record and accident history, an
OIG (Office of the Inspector General) check, and a d a child abuse history check. A list of
positions subject to these checks is available in the Human Resources Department.
Individuals who are in a position that interacts with minors are subject to the background
checks pursuant to the Child Protective Services Law, Title 23 Pa. Cons. Stat. Chapter 63,
Section 6344 (the “CPSL”).
9
Information received through the background check process will not necessarily disqualify
the applicant from further consideration or eventual hiring. The results of any check will be
considered in light of surrounding circumstances, including, and without limitation to the
nature and gravity of the incident(s) reported, the time that has passed since, remedial
actions taken by the individual, and the nature of the position and the potential impact of the
incident(s) on the person’s ability to perform the duties of the job safely and appropriately.
10
4.3 Accuracy of Personnel Information
All employees are expected to provide truthful, complete and accurate information in
connection with their employment and/or the employment of another employee by Temple
University.
Any falsification or misrepresentation of information in connection with application
materials is a serious offense and grounds for termination from employment or non-
selection of an applicant. University employees must notify the Human Resources
Department immediately of a plea of guilty or nolo contendere or conviction for a felony, or
any drug-, alcohol- or sex-related offense. Failure to disclose on an application or report any
such conviction is likewise grounds for disciplinary action up to and including termination
from employment. Supervisors should notify the Human Resources Department
immediately upon being informed of any such felony plea or conviction.
Falsification of any information, including providing false or dishonest information
regarding another employee, is grounds for disciplinary action up to and including
termination from employment.
4.4 Pre-employment Health Assessments
After an employment offer has been accepted, Temple University may require a pre--
employment health assessment, including a drug screening or other blood or urine test as it
deems appropriate (See Section 11.10, Drug & Alcohol Testing). This pre-employment
health assessment will be used to determine whether or not the applicant is capable of
performing the essential functions of the position, with or without reasonable
accommodation. Upon request by an applicant, Temple University will make a reasonable
accommodation for qualified individuals with disabilities.
Jobs with exposure to lead, heavy metals, pesticides or chemicals may require baseline
blood or urine testing. Positions with potential exposure to asbestos or other airborne
hazards may require respiratory tests and X-rays. Other jobs may require TB and blood-
borne pathogen immunization. Work with some wild or domestic animals may require a
medical screen. Positions with exposure to noise levels above 85 decibels may require a
baseline audiogram.
The results of a pre-employment health assessment will be considered in the context of the
essential functions of the job. However, the actual report will not become part of the official
personnel file, will remain confidential, and will be maintained by the approved physician
of record.
11
4.5 Employment Eligibility
The Immigration Reform and Control Act mandates that Temple University verify the
identity and work eligibility of all employees. Therefore, within three workdays of the start
of employment, all employees must provide the Human Resources Department with proof of
employment eligibility and identity, and complete and sign the I-9 form.
Any individual who fails to provide necessary, original, unexpired documentation to Human
Resources within three days of the start of employment will be suspended without pay
pending termination. The Human Resources Department has a list of acceptable documents
that establish identity and/or employment verification.
4.6 Sponsorship of Foreign Nationals for Lawful Permanent U.S. Residence
Temple University typically will sponsor foreign nationals who are full-time, regular
members of the faculty in tenure and tenure-track academic job classifications, provided the
Dean of the School or College and department chair agree to support the application. These
positions include professor, associate professor and assistant professor. To see the entire
policy, go to the HR website at www.temple.edu/hr/managers/index.html.
4.7 Identification Cards
The Human Resources Department will issue a photo identification card to all employees.
Every employee is required to display his or her identification so that it is visible when
entering university buildings, offices, and facilities. Any employee refusing to show his or
her Temple ID when requested will be subject to disciplinary action up to and including
termination from employment.
The OWLcard Office will issue identification cards to individuals who are not Temple
University employees but require access to university services or facilities. Any individual
who loses a Temple University-issued identification card should notify either the Human
Resources Department or OWLcard Office immediately. A fee may be charged to replace a
lost card.
The ID card remains Temple University property and must be returned along with all other
university property when an individual leaves Temple University for any reason.
12
4.8 New Employee Orientation
Upon hire, new employees are assigned a required online new hire orientation program that
must be completed in the first 14 days of employment. This online orientation includes
information regarding university policies (including Temple University’s anti-
discrimination and anti-harassment policies), and other general information about the
university. The online new hire orientation program is a way to learn about the university
and applicable employment policies and benefits. Schools, Colleges, and Departments are
expected to provide new employees with a more specific orientation about the specifics of
each job assignment.
13
Reporting To Work
5.1 University Office Hours
The office hours of administrative offices may differ at the discretion of Temple University.
5.2 Regular Work Schedules
Temple University has a typical workweek of 40 hours per week, excluding time off for
lunch and personal breaks. The scheduled hours for employees may vary from department
to department. All full-time, non-exempt employees generally work a Monday through
Friday schedule of 40 hours divided into five, eight-hour workdays, unless the employee’s
employment letter or departmental needs differ.
Exempt employees have been hired to perform particular duties associated with a position,
without regard to specified hours. As a result, exempt employees are expected to work the
hours necessary to complete their assigned work to the satisfaction of their supervisor,
without regard to scheduled hours and without expectation of additional compensation.
Schedules with fewer than 35 hours per week are considered part time.
Lunch periods must be taken, are unpaid, and are not included in calculating the hours
worked in a particular pay period. While a one-hour unpaid lunch period is recommended,
the minimum lunch period must be at least 30 minutes. Departments have the responsibility
as well as the flexibility to determine the lunch schedule.
29
8.3 Faculty Pay Schedule
All base pay for full-time continuing faculty members for either an academic year or fiscal
shall be paid over 12 months in equal installments.
For faculty paid for the fiscal year, annual pay shall begin in the month the individual
begins their responsibilities at Temple. All pay is current to the month in which it is earned.
For faculty paid for the academic year (9 months: September-May) earnings shall be paid in
12 equal installments from July to June, which is coincidental to the university's fiscal year.
Faculty members on an academic year basis who do not have a July appointment date will
receive 2/12 of their salary if first paid in August or 3/12 if first paid in September.
Non-tenure track faculty (NTT) in their first appointment at Temple University, or NTT
faculty who may be returning after an interruption in service, shall receive their academic year
salary paid in 10 equal installments for their first year beginning in September and ending in
June. At the end of June, the individual faculty member’s salary will be recalculated to 12
equal installments if the individual is continuing or appropriately reappointed. From that point
forward, all NTT faculty shall be paid in 12 equal installments for the duration of their
appointment at Temple.
Faculty who begin their responsibilities in the spring semester will receive their regular pay
in equal installments beginning in January of the year in which they start.
Faculty who receive payment in the July and August payrolls but who leave Temple
University for any reason prior to the commencement of the fall semester are required to
reimburse the University for the July and August payment. Faculty who do not complete the
fall semester may be required to reimburse the university for that portion of the July and/or
August payment not earned by the faculty member in the fall semester. In such a case, the
university will provide the faculty member with a detailed accounting of the amount of such
overpayment.
8.4 Time Records
The university uses a web-based electronic time and attendance system to record all hours
worked including but not limited to overtime, shift premiums, time off with pay (vacation,
sick, and personal days), and time off without pay for all non-exempt employees.
Designated exempt employees are only required to record leave activity. It also tracks
vacation usage and sick day occurrences for purposes of discipline, docking and FMLA
absences.
Each department will designate the individuals responsible for administering the attendance
information. Discrepancies should be reported to the department timekeeper or supervisor
immediately for resolution. Any discrepancies not reported within two pay periods or by the
end of the fiscal year cannot be corrected.
30
Employee attendance information must be kept completely, accurately and confidential.
Falsification of time records is a serious offense. Any employee who falsifies his or her time
record or falsifies the time record of another employee is subject to disciplinary action, up to
and including termination from employment. Temple University also may report the incident
to the proper authorities for investigation of theft of time for which the employee received
monetary compensation.
Non-exempt employees who are requested to work without logging in are required to report
this violation of law to the Human Resources Department immediately.
8.5 Distribution of Pay
The university is responsible for paying employees for services performed. The Employee
Statement of Earnings and Deductions (paystub) is produced and distributed electronically
to university employees each payday. It is located on TUportal in the Pay and Tax
Information channel on the Staff Tools tab. The paystub documents payments for services
performed and all deductions withheld from an employee’s pay. An employee has the
responsibility of notifying management immediately if there is an error in the amount of his
or her pay.
The university has an electronic pay policy. All employees paid by the university are
required to enroll in direct deposit at the time of hire. Direct deposit enables the university
to facilitate the distribution of pay to employees in a safe, secure and timely manner. In the
event an employee does not enroll in direct deposit, a payroll debit card will be issued as an
alternative. Employees can view or make changes to direct deposit information on TUportal
in the Pay and Tax Information channel on the Staff Tools tab.
Regular full-time and part-time employees are permitted to have their pay deposited in at
any bank and/or credit union of their choice within the United States as long as the financial
institution is a member of the National Automated Clearing House Association (NACHA).
Employees agree to permit the university to remove funds deposited into a bank account in
error.
Bargaining unit members should consult their collective bargaining agreement to determine
whether or not and under which circumstances they are eligible to request an advance in
pay.
Paystubs contain confidential information and, as such, any university employee charged
with the responsibility of handling this information must exercise extreme care when
distributing pay-related documents to employees.
If an employee is overpaid, he or she must notify the supervisor and payroll immediately
and make arrangements for repayment. If no notification is received and overpayment is
discovered, the university will take steps to ensure reimbursement and disciplinary action
may result.
31
8.6 Voluntary Deductions from Wages
Regular full- and part-time employees may agree to have wage deductions voluntarily
withheld from their pay on a pay-period basis. These withholdings and deductions from an
employee’s pay are usually made in accordance with the terms of the program or type of
deduction and documented on the respective enrollment form. The deductions are withheld
and stopped at the employee’s discretion by contacting the responsible office.
Only Temple-sponsored programs are eligible for voluntary payroll deduction.
8.7 Involuntary Deductions: Garnishment and Wage Assignments
Involuntary deductions are those over which an employer or employee has no control. The
university is required by law to make the deduction from an employee’s paycheck when
served with a withholding order to deduct a certain amount of an employee’s pay and send it
to a person or governmental agency to satisfy the employee’s debt or obligation. If an
employee believes that the garnishment or withholding order was issued in error or is
otherwise invalid, it is the employee’s obligation to obtain an order from the appropriate
agency or court directing Temple University to cease the withholding. Until such time, the
university will make any withholding as required by the order.
These withholdings are administered and remitted by Payroll Management to the
appropriate agency in accordance with the terms of the withholding order or garnishment.
Any changes or release from the attachment must be authorized by the authorizing agency
or court issuing the garnishment or wage assignment order. The university will not
discontinue an involuntary deduction without proper notice from the issuing agency or
court. Payroll Management reserves the right to charge an administrative fee in accordance
with the terms of state law and the terms of the garnishment.
8.8 Overtime
The Fair Labor Standards Act (FLSA) has established minimum standards governing the
payment of overtime, minimum wage, equal pay, record keeping and child labor provisions
for non-exempt employees that the university must follow.
Non-exempt employees working in excess of their scheduled hours but fewer than 40 hours
in a workweek are to be paid, at a minimum, at the straight hourly regular rate of pay. Non-
exempt employees required to work by their supervisor for more hours than scheduled are
to be paid at a minimum rate of 1.5 times their average straight-time hourly rate for all
hours worked in excess of 40 hours in a single work week as established under the FLSA.
Exempt employees are not entitled to overtime compensation or compensatory time.
Employees’ represented by a collective bargaining unit should refer to the appropriate
bargaining unit agreement for the terms regarding overtime payments including, but not
limited, to premium pay.
32
8.9 Supplemental Payments
To maintain strict compliance with Internal Revenue Service (IRS) regulations, the
university has determined that all payments received by an employee that are not regular
wages are “supplemental wages” as defined by the Internal Revenue Service and will be
subject to income tax withholding based upon the current federal supplemental tax rate in
effect at the time of the payment. Supplemental wages include, but are not limited to, the
following types of payments:
Retroactive pay Overtime pay
Severance Dismissal pay
Bonuses Back pay awards
Work during vacation Unused vacation pay
Summer school pay Commissions
Summer research fellowship Non-qualified moving expenses
Tuition Remission
8.10 Salary Docking of Exempt Employees
Temple University complies with the provisions of the Fair Labor Standards Act and state
and local wage laws. In accordance with these laws, and except as permitted by these laws,
exempt employees generally are paid on a salaried basis, regardless of the number of hours
they work in a given workweek. Temple prohibits any unauthorized deductions from the
salary of such exempt employees.
It is Temple’s policy to make deductions from the salary of an exempt, salaried employee
when he or she is absent from work only in accordance with the Fair Labor Standards Act
as follows:
1. When an exempt, salaried employee who is absent from work for one or more full days
for personal reasons, other than sickness or disability, and has no paid time off
available, the employee’s salary for that week may be reduced for each day of his or her
absence.
2. When an exempt, salaried employee is absent from work for one or more full days as a
result of his or her own sickness or disability, including absences as a result of a work-
related accident or injury, the employee will be compensated for this illness under
Temple’s sick leave, disability or workers’ compensation policies, as appropriate. If the
employee has no sick time remaining and is not eligible for disability benefits, the
employee’s salary for that week may be reduced for each day of the employee’s
absence.
3. When an exempt, salaried employee takes unpaid leave under the Family and Medical
Leave Act, including intermittent leave, the employee’s salary may be reduced for each
hour (or fraction of an hour) of unpaid leave taken.
33
4. When an exempt, salaried employee is suspended for violation of policies or Temple’s
workplace Rules of Conduct, the employee’s salary will be reduced for the length of the
suspension.
This policy addresses pay deductions from exempt, salaried employees based on the
employee’s absence from work. Salary deductions made as required by federal, state and
local laws, deductions under Temple’s benefit plans and any other voluntary deductions
authorized by the employee are not covered by this policy.
An exempt, salaried employee, who believes that an improper deduction has been made
from his or her salary, should report this deduction immediately to his or her manager
and/or the Payroll Management Office. Temple will promptly investigate the employee’s
complaint. If an improper deduction has been made, Temple will reimburse the employee
for the improper deduction.
8.11 W-2 and 1042-S Forms
The Internal Revenue Service (IRS) allows the use and distribution of Form W-2 Wage and
Tax Statements in electronic form in lieu of paper forms. Beginning with calendar year
2010, the university provides employees with electronic W-2 forms. The forms are available
on TUportal. To access the Form W-2 through the designated link in the Pay and Tax
Information channel on the Staff Tools tab, an employee must first consent to receive the
W-2 form electronically. Electronic consent can be provided on the Tax Form Management
website by following the prompts after clicking on the W-2 link in the channel on TUportal.
Employees who do not consent will receive a paper W-2 form that will be mailed to the
permanent address on record at the time of printing. Terminated employees who provided
online consent AND no longer have access to the Staff Tools tab on TUportal will access
the electronic Form W-2 directly from the Tax Form Management website at
www.mytaxform.com.
1042-S forms are also issued electronically using the university’s third-party Online
Nonresident Alien Tax Compliance System. Users of this system will receive direct email
communications with instructions regarding the distribution of these documents.
The university complies with the IRS record retention requirements for employers and
maintains four calendar years of tax documents.
All requests for the reissuance of replacement W-2 and/or 1042-S forms must be in writing.
No requests will be accepted over the telephone. This policy has been established to protect
both the employee and the university. Salary information is confidential in nature and will
not be disclosed to anyone without written authorization.
A replacement tax document can be obtained by completing the Request for IRS Form W-2
and 1042-S in its entirety and submitting the form to Payroll Management in the Human
Resources Department. The form, along with the procedures for completing the form, can
be obtained from the University Forms website www.temple.edu/hr.
34
A replacement fee will be charged in accordance with the established Payroll Management
fee schedule. This fee can be deducted through payroll deduction for all current university
employees. Former employees must remit the fee at the time the request for the replacement
is made.
35
8.12 City Wage Tax Refunds
Currently, the City of Philadelphia allows Temple University to refund employees for
Philadelphia wage taxes withheld from their pay when they meet certain requirements in
accordance with the city’s regulations. This accommodation is subject to the continuing
approval by the City of Philadelphia and can change at any time.
As a convenience to eligible employees, the university will refund Philadelphia wage taxes
withheld from employees who are nonresidents of the City of Philadelphia for authorized
work performed outside of the City of Philadelphia. Employees should submit the requests
monthly, although an employee can submit the refund request at any time during the
calendar year in which the taxes were withheld, but no later than December 5
th
. Any
refunds received after this date must be filed directly with the City of Philadelphia by
submitting a refund petition form to the Human Resources Payroll Management office for
verification and submission to the city.
The wage tax is not refunded for vacation, sick or weekends spent outside of the city. Work
performed at home for the convenience of the employee is also not eligible for exemption
from local withholding. Refunds will be included in an employee’s regular pay.
Staff members who are nonresidents of the city of Philadelphia and are working outside of
the City for the convenience of the university and/or in accordance with an approved
departmental telecommuting policy may request a refund of withheld city taxes on a
monthly basis using the Temple University City Wage Tax Refund Application form found
on the TUportal. Note – a copy of the approved telecommuting agreement must be on file
in the office employee personnel file maintained in Human Resources.
Nonresidents of the City of Philadelphia who perform all their work for Temple University
outside the city are subject to Pennsylvania Act 32 regulations regarding local earned income
tax withholding. Such employees will not have City of Philadelphia wage taxes deducted
from their regular paycheck; thus, a refund is not required. Work location must be clearly
documented on the paperwork submitted to the Human Resources Department before an
exemption will be established. In addition, employees are required to submit certification of
the addresses where they work and reside for purposes of determining local tax withholding.
Employees are also required to re-certify this information in the event changes occur to
either the home or work location address.
A City Wage Tax Refund Form is available on the Temple University website at
www.temple.edu/hr . Any employee requesting a refund must complete the City Wage Tax
Refund Form and submit the approved request to Payroll Management, along with the
supporting documentation for the request. If adequate documentation is not submitted with
the refund request, it will be returned along with a request for additional information.
36
Job Classification and Compensation
9.1 Classification of Jobs and Salary Structures
Temple University has a position classification program that appropriately identifies and
classifies employees’ roles, responsibilities and accountabilities in a manner that is consistent
and competitive. Positions are evaluated through the use of comparative analyses of similar
positions and the external market. As a result of evaluation, positions that require similar
knowledge, skills and abilities, responsibility levels, effort, qualifications and working
conditions are assigned to the same position class. The Human Resources Department
maintains the classification structure and periodically evaluates and adds positions based on
departmental needs and changes in the market environment. The Human Resources
Department website provides detailed information on job classifications. See
www.temple.edu/hr.
9.2 Position Descriptions
Position descriptions ensure that all non-faculty, bargaining and non-bargaining employees
have well-defined, clear and consistent information regarding their positions at Temple
University. The Human Resources Department maintains generic position descriptions by
level, and in some cases, by job. Position descriptions identify the key responsibilities and
duties of the position. Generic position descriptions may be found on the Temple University
Human Resources website at www.temple.edu/hr. Departments are responsible for
maintaining up to date position specific descriptions.
9.3 Review of Classification of Jobs/Positions
The Human Resources Department reviews positions to maintain the appropriate
classification of jobs within the university, without regard to race, color, religion, sex,
sexual orientation, national origin, ancestry, age, disability, marital status or veteran status
in employment or in any program. To initiate the classification or position review process,
following appropriate department and senior management approval, a supervisor or
budget/business manager should contact their HR Business Partner. Human Resources may
also initiate a review.
9.4 Wage/Salary Structures for Positions
Prior to the internal posting of any opening, the Human Resources Department evaluates the
position to determine the appropriate classification and wage/salary structure. An employee
responding to a posted position with a different wage structure than his or her current
position can consult with the Human Resources Department to determine how the posted
position would affect his or her compensation and/or benefit level.
37
9.5 Salary Structures and Hiring Rates
Temple University bases its salaries and rates on the market wages for various job levels.
The Human Resources Department maintains and adjusts structures as appropriate to
maintain competitive pay. The salary structure for non-bargaining full-time employees
consists of 12 grades, T21–T32. Each grade is established based on market competitive
data, and therefore, may periodically change. The grades provide a reference for hiring and
promotion rates. More detailed information concerning the hiring rates for each grade is set
forth on the Human Resources website at www.temple.edu/hr.
9.6 Annual Increases to Salary
Temple University may, in its sole discretion, provide for salary increases of its non-
bargaining unit employees. The provision and amount of salary increases, as well as any
eligibility standards shall be determined annually and will be based on performance.
Employees covered by collective bargaining agreements are subject to the provisions of the
appropriate agreement and should refer to their contract.
9.7 Performance Bonuses
Performance bonuses are one-time payments that may be awarded by management in
accordance with university practices and at the sole discretion of Temple University. This
program allows senior management to recognize demonstrated performance efforts that
result in significant cost/benefit/quality improvement and/or revenue enhancement.
Employees covered by collective bargaining agreements are subject to the provisions of the
appropriate agreement and should refer to their contract regarding bonus eligibility.
9.8 Salary Adjustments upon Reclassification
Human Resources conducts a salary analysis to determine an appropriate salary for the
position within the classification system. In making the recommendation, the Human
Resources Department will review salaries paid by the department and university for other
comparable positions as well as the market. When a non-represented employee has been
reclassified to a lower-level position, the provisions on position downgrades will apply.
When a non-represented employee has been reclassified to a position in the same grade
level, the provisions on In Grade Salary Adjustment apply.
More detail on downgrades and adjustments without a change in grade may be found on the
HR website
38
9.9 Additional Compensation
Non-represented employees may be entitled to additional compensation when performing
additional duties that are temporary in nature and at a higher level and outside of the normal
scope of their regular responsibilities. Compensation for the additional services will be
determined in advance, following appropriate department and senior management approval
through consultation between the Human Resources Department and the department head
requesting the additional compensation.
Temporary additional compensation is typically for assuming duties for longer than one (1)
month but not to exceed six (6) months. When additional duties are not temporary, Human
Resources will review the position to ensure accurate classification.
Your Career at Temple
10.1 Employment Selection and Placement
Temple University acknowledges the importance of its employees to its success as a
national institution of higher education. The university also recognizes the need to provide
employment and career opportunities for talented individuals. Accordingly, Temple
University has developed selection and placement procedures to identify vacant, non-
faculty positions and hire qualified individuals for those positions. The university complies
with all federal, state and local laws and guidelines pertaining to employment practices and
is subject to audit by the Department of Labor, Office of Federal Contract Compliance
Programs and other agencies. In addition, Temple University adheres to affirmative action
policies and all policies regarding the employment process.
Managers charged with hiring authority at Temple University are responsible for
implementing and complying with these procedures. The Human Resources Department
will guide and consult with managers to assure that the needs of the university are met. A
full description of the hiring process is available on the HR website at www.temple.edu/hr.
10.2 Open Positions
Temple University posts all vacant, non-temporary administrative and staff positions on its
web-based internal posting system for a period of seven calendar days. The purpose of the
posting period is to notify current employees of opportunities at the university, and permit
them to apply for those positions for which they are interested. Temple may, at its
discretion, elect to post positions externally or use external consultants to assist in any
search. Temple will at all times comply with the provisions of its applicable Affirmative
Action Plan, including advertising positions externally using diverse media.
Any exceptions to these guidelines must be approved in writing by the university’s Vice
President for Human Resources. Any exception for a university Officer (as defined in
39
university Bylaws) or key employees (as defined by IRS regulations) must also be approved
by the Chief Compliance Officer.
10.3 Applying for a New Job within Temple
All employees are encouraged to manage their careers at Temple University and apply for
open positions that meet their career needs. Employees can maintain their resume and
profile in the university’s password-protected, confidential applicant tracking system. The
system can be accessed through the HR website at careers.temple.edu
In addition to the minimum qualifications outlined in the job posting, internal applicants for
positions must meet the following qualifications:
Employed in current position for at least one year (including any
introductory/probationary period)
Satisfactory work record
Satisfactory job performance that meets job expectations as established by Temple
University
40
Any employee may bid for a position in a confidential manner without prior consent or
approval from his or her supervisor.
10.4 Interview Process
The Human Resources Department forwards application materials that meet the stated
requirements for a vacant position to the hiring department, which then screens the
application material and works with Human Resources to determine which candidates are to
be interviewed.
Employees may schedule interviews during working hours as long as the interview does not
interfere with the obligations of his/her current position. If an employee is selected for an
interview, the employee is encouraged to discuss the posting with his or her supervisor.
Employees who have questions about this process may contact the Human Resources
Department.
Bargaining unit employees should consult their collective bargaining agreement for further
information.
Following the interview process, the hiring department may recommend that an offer be
made to a particular candidate. Human Resources and/or the Office of Institutional
Diversity, Equity, Advocacy and Leadership will review the selection and decision process,
and will approve the candidate selection, when appropriate. An offer of employment can be
extended only by the Human Resources Department after all required approvals have been
obtained.
10.5 Offer of Employment
The Human Resources Department will work with the hiring department to determine an
appropriate salary for any offer consistent with Temple University’s classification system
and guidelines.
All written and verbal offers of employment made to current employees or to external
applicants are done solely by designated representatives of the Human Resources
Department. Offers must be accompanied by a letter describing the terms of the offer.
Current Temple University employees awarded a vacant position must assume their new
position at a mutually agreeable time, generally not to exceed four weeks following
notification. Selected employees must notify their current supervisor of the internal offer
immediately upon accepting the new position. At that time, the employee must also advise
his or her current supervisor of the proposed start date of the new position. Any conflicts
concerning transition arrangements and dates are to be discussed between the supervisors of
the hiring and releasing departments. They should develop a mutually agreeable solution, in
consultation with the Human Resources Department, and provide a positive transition for
the employee. Any requests for an exception may be considered on a non-precedent setting
basis and must be approved in writing by the Human Resources Department.
41
Offers made to external new hires are contingent on a pre-employment health assessment
(see Section 4.4), a satisfactory drug screening (see Section 11.10), appropriate background
checks (see Section 4.2), confirmation of academic credentials, confirmation of professional
license, and satisfactory work reference checks. In addition, all new employees are legally
required to provide proof of identity and eligibility to work in the United States within three
days following the start of their position (see Section 4.5).
10.6 Temp-to-Regular Hire Policy
Departments have the option of hiring an employee through one of the university’s
preferred vendors on a temp-to-regular hire basis. This program is intended to aid in hiring
office support and administrative services employees. It is not intended to replace the
regular internal recruitment responsibilities. To start this process, contact the Human
Resources Department at (215) 204-7174. To view the entire policy, go to the HR website
https://www.temple.edu/hr/managers/documents/Temp_To_Hire_Policy.pdf .
10.7 New Hire: Introductory/Probationary Period
All new employees must complete an introductory or probationary period. The introductory
period for staff and administrative non-bargaining unit employees is six months and can be
extended for up to another six months based on performance (as discussed with the
employee) during the introductory period. The probationary period for bargaining unit
employees is set forth in the applicable collective bargaining agreement. This time allows
each employee to become acquainted with his or her new position and the work
environment.
During the introductory/probationary period, the employee’s immediate supervisor will
work with the employee to define performance expectations. An employee will be given
feedback concerning any deficiencies prior to the end of the introductory/probationary
period if the supervisor believes that the employee is not meeting those expectations.
Temple University may terminate an employee at any time for misconduct or for any
violation of Temple University policies with approval of the Human Resources Department.
Temple University recognizes that introductory/probationary employees may have unexpected
absences from work due to illness, however, excessive absence from work during the introductory
period will extend the probationary period and after review by the Human
Resources Department
may result in disciplinary action, up to and including termination of employment.
During the introductory/probationary period, new non-bargaining unit employees are
entitled to paid time off for calendar holidays (see Section 6.1) and any accrued vacation
and/or sick time (see Section 6.2 and 6.3).
10.8 Existing Employee: Introductory/Probationary Period
If a current employee is offered a new position, he or she is again subject to an
introductory/probationary period lasting six months. The supervisor should provide the
employee with feedback on his or her performance on a regular basis.
42
If the employee does not perform satisfactorily in the new position or requests to return to
his or her former position within this introductory/probationary period, the hiring
department must contact the Human Resources Department, and the employee may be
transferred back to his or her prior position if it is vacant and if no offer to fill it already has
been made. If the former position is not available, the Human Resources Department will
work with the employee to identify another vacant position for which the employee is
qualified.
During this introductory/probationary period, employees are eligible for all benefits
including vacation, sick time and personal holidays that they would have been eligible for
had they remained in their prior positions. All employees moving to new positions should
discuss vacation plans in advance with the hiring supervisor and receive approval of the
timing.
When an employee accepts a new position through the bidding process, it is expected that
the employee will remain in this new position for a period of at least one year and,
therefore, generally is not eligible to be considered for future openings during this period.
Employees covered by a collective bargaining agreement are subject to the provisions
therein regarding probation for new jobs within Temple.
10.9 Performance Development Plans (PDPs)
Temple University is committed to enhancing the performance and professional
development of all employees through Performance Development Plans. PDPs create a
consistent, university-wide approach to performance management. All non-faculty
administrators and staff who work 20 hours or more per week on a regular basis must have
a PDP.
PDPs are designed to go beyond the traditional year-end performance appraisal practice.
The PDP process includes year-round performance planning, professional development and
year-end appraisal. Major features include:
• position responsibilities/essential functions
• goals/projects
• competency development
Performance development and management begins with performance planning. It includes
clearly defined and appropriately classified jobs. Generic position descriptions have been
prepared to help employees understand job functions and expectations. Using the generic
position description as a guide, supervisors are required to prepare more specific job
descriptions to detail further the essential functions of a position. It is the more specific
descriptions of position responsibilities/essential functions and goals and projects that
should be used on an employee’s PDP.
43
Temple University has identified competencies that are critical for each administrator or
staff member’s professional growth. Competencies are the essential values/skills/
capabilities that every employee at Temple University needs to perform effectively,
regardless of role and organizational level.
Supervisors and/or their direct reports are required to create a PDP at the beginning of each
fiscal year for existing employees and during the first month of employment for new hires.
Throughout the fiscal year, supervisors provide periodic feedback on performance and coach,
counsel, train and mentor their employees as part of the university’s commitment to
performance improvement and development. Supervisors should review performance with
employees at least once every quarter and should record comments on PDPs to document
progress, accomplishments and problems.
During the fiscal year, employees should update their PDP with comments in to the “Employee
Comments” section. Supervisors should review these comments, update their own comments, and
accurately and fairly rate employees based on
the documentation of their performance. If
required in their department, the supervisor should then send the PDP to his/her supervisor
to review. Finally, the supervisor should have an in-person meeting with the employee to
review the unrated PDP before electronically sending the rated version to the employee for
review.
While the end-of-the-year ratings should not be a surprise to employees, employees who
believe their supervisors’ evaluations are inaccurate may detail their concerns in the
Employee Comments section of the Performance Development Plan. Non-bargaining unit
employees should address their concerns first with their supervisor and then with the next
level supervisor. If there is no resolution of their complaints, employees may then ask for
the Human Resources Department to review the complaint.
Resources on how to effectively use the Performance Development System (PDS) and
create PDPs can be found on the Human Resources website, www.temple.edu/hr under the
Learning & Development link.
10.10 Rehiring by Temple University
An employee who is rehired by Temple University in a non-bargaining unit position will
receive past service credit only for purposes of vacation eligibility if he or she previously
worked for Temple University within the last year.
Employees covered by collective bargaining agreements are subject to the provisions of the
appropriate agreement and should refer to their contract.
44
University and Employment Standards
11.1 Non-discrimination
Temple University is an academic community that respects diversity. The university
emphasizes the dignity and equality common to all persons and adheres to a strict non-
discrimination policy regarding the treatment of individual faculty, staff and students.
Temple University is committed to the principles of affirmative action to ensure equal
opportunity in all aspects of employment for those historically excluded and to foster
diversity in the university community. Additionally, the university is classified as a
Federal Contractor and as such is required to follow the regulations set by the United
States Department of Labor and the Office of Federal Contracts and Compliance.
Discrimination or harassment in the workplace, academic setting or its programs or
activities based on an individual’s age, color, disability, marital status, national or ethnic
origin, race, religion, sex, sexual orientation, gender identity, genetic information, or
veteran, familial, or domestic or sexual violence victim status will not be tolerated.
Any employee who feels discriminated against should immediately report it to his or her
supervisor, or the Office of Equal Opportunity Compliance, Title IX Coordinator or the
Human Resources Department, so that a prompt investigation can be conducted. All
allegations of discrimination will be promptly investigated with as much confidentiality as
possible under the circumstances; and the university prohibits any form of retaliation
against all employees participating in an investigation. Appropriate and effective
corrective action, as warranted, will be taken promptly upon the conclusion of the
investigation.
Any employee engaging in any type of discrimination in violation of this policy will be
subject to disciplinary action, up to and including termination of employment. Any
supervisor who has knowledge of such behavior yet takes no action to end it is also subject
to disciplinary action, up to and including termination of employment.
The university has a comprehensive Affirmative Action Program which can be reviewed
at the Office of Equal Opportunity Compliance, 2nd Floor Mezzanine, Sullivan Hall, 215-
204-8890 (www.temple.edu/eoc
). A copy of the official university’s Non-discrimination
Policy is located on the Temple University Policies website at policies.temple.edu.
11.2 Anti-harassment, Including Sexual Harassment
Temple University is committed to creating and maintaining a work environment free of
all forms of harassment, including harassment based on an individual’s age, color,
disability, marital status, national or ethnic origin, race, religion, sex, sexual
45
orientation, gender identity, genetic information, or veteran, familial, or domestic or sexual
violence victim status. The university advises each member of the university community
that harassment is prohibited both by law and by university policy.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors,
dissemination of sexually offensive or suggestive written, recorded or electronically
transmitted messages, and other verbal or physical conduct of a sexual nature when:
• submission to such conduct is made explicitly or implicitly a term or condition of an
individual’s employment or status in a course, program or activity.
• submission to or rejection of such conduct is used as a basis for an
employment-related, educational or other decision affecting an individual.
• such conduct substantially interferes with an individual’s work, educational
performance or equal access to the university’s resources and opportunities.
• such conduct creates an intimidating, hostile or abusive work or educational
environment.
Any employee engaging in any type of harassment in violation of this policy will be subject
to disciplinary action, up to and including termination of employment. Any supervisor who
has knowledge of such behavior yet takes no action to end it and/or report the conduct to the
Office of Equal Opportunity Compliance and/or the Human Resources Department is also
subject to disciplinary action, up to and including termination of employment. Retaliatory
actions will be subject to disciplinary action, up to and including discharge (see Sections
11.17 and 11.18). A copy of the Sexual Harassment Policy is located on the Temple
University Policies website at policies.temple.edu
.
In the event an employee or a student believes he or she is being harassed outside the
Temple University environment by another Temple University employee, Temple
University will make every effort to assist the individual in reporting the conduct to
appropriate authorities.
11.3 Disability: Reasonable Accommodation
The Americans with Disabilities Amendments Act (ADAAA) and Pennsylvania Human
Relations Act prohibit discrimination against a qualified person with a disability in any
employment practice, including but not limited to recruitment, hiring, promotion, discharge,
compensation, training, provision of benefits, and other terms and conditions of
employment. The university is committed to making reasonable accommodations in
policies, practices or procedures when such modifications are necessary for any qualified
applicant or employee to perform the essential functions of the position.
46
Any employee needing accommodation, or any manager needing assistance in assessing the
reasonableness of a requested accommodation, locating auxiliary aids, or having general
questions about the ADAAA and accessibility issues should contact the Human Resources
Department at 215-926-2290. Any employee who believes he or she has not received an
appropriate accommodation should contact the Office of Equal Opportunities Compliance
and/or the Human Resources Department. A copy of the policy is located on the Temple
University Policies website at policies.temple.edu under Non-Discrimination.
11.4 Non-bargaining Unit Employee Dispute Resolution
Temple University strives to resolve complaints and disputes arising from employment with
the university whenever possible. Employees are strongly encouraged to avail themselves of
one or more of the following options:
• Discuss the problem with their supervisor.
• Discuss the problem with their unit manager or the next level supervisor.
• Consult with the Human Resources Department.
• Consult with the Office of Equal Opportunity Compliance.
Supervisors/Managers will consult with the Human Resources Department and/or the Office
of Equal Opportunity Compliance whenever the complaint or dispute involves a potential
violation of any Temple University policy.
Members of a bargaining unit should consult their collective bargaining contracts.
11.5 Conflicts of Interest and Gifts
In their dealings with and on behalf of university, employees, including faculty, are required
to exercise the utmost good faith in all transactions involving their duties to the university
and its property. They are prohibited from using their positions, or knowledge gained in
their job, in such a way that may cause a conflict of interest between the individual’s
interests and Temple University’s interests.
Temple University employees may occupy positions in which they directly or indirectly
influence the expenditure of large amounts of money. In order to avoid a conflict of interest,
university employees must be extremely cautious with respect to gifts. Even though no
wrongdoing is intended, the knowledge that a Temple University employee accepted a gift
from those who do business with the university could be misinterpreted. University
employees may not accept any gift that is intended to influence the conduct of business with
Temple University
.
Employees accepting a gift that exceeds the value of $50 from any firm or individual doing
business with the university must disclose the gift and/or their intentions regarding the gift
to their supervisor.
47
Under certain circumstances, a unit, department, school, or college may accept a monetary
gift from a vendor for the purpose of sponsoring a program, seminar, workshop, scholarship
or other educational event in which the sponsor has no control over the program and does
not expect any remuneration or special benefit in return. In addition, the unit accepting the
monetary gift of sponsorship should not have decision-making authority over Temple
University’s business relationship with the vendor.
Employees are required to disclose promptly to their department head any potential conflict
of interest if it arises or when the employee learns of the potential conflict. Any questions
should be directed to the Office of University Counsel. The university’s Board of Trustees
has adopted a Conflict of Interest – All Employees Policy and a Conflicts of Interest And
Gifts – All Employees Policy. Both policies are available at policies.temple.edu.
11.6 Conflicts of Interest: Employment of Relatives, Nepotism and Consensual
Romantic Relationships
Temple University recognizes that both the employment of relatives or an individual who
has a consensual sexual or romantic relationship with his/her supervisor (who is in a position
to hire, supervise, grade, advise, evaluate or otherwise directly influence the employment or
academic progress of another employee, student, or other person) can create an actual or
potential conflict of interest. Therefore, a “relative,” for the purpose of this policy, is defined
as a spouse, domestic partner, child, parent, sibling, grandparent, grandchild, aunt, uncle,
first cousin, or corresponding in-law or “step” relation, as well as any individual sexually or
romantically involved with another Temple University employee.
Temple University may hire qualified relatives of its current employees as long as that
employment does not create actual or potential conflicts of interest and where the employee
has no influence over the terms or conditions of the relative’s employment. Whether or not
the employment creates an actual or potential conflict shall be determined in accordance
with established university policy. Other than recommending the relative for employment,
an employee is prohibited from playing any direct or indirect role in the decision to hire the
relative.
Temple University endeavors to exercise sound business judgment in the placement of
related employees. Unless approved in advance by: (1) the Human Resources Department
or (2) in the case of co-investigators on grants, approved by the Senior Vice President for
Research, and pursuant to the University Conflict of Interest Policy, relatives or persons
who are romantically involved may not:
• work in the same department, school, unit or lab.
• report directly or indirectly to a relative.
• interview with a relative.
• evaluate the work of a relative.
• participate in the performance planning or review of a relative.
• influence the salary or classification of a relative.
48
• make any recommendation affecting the terms and/or conditions of a relative’s
employment.
• work in a position in which employment may present a conflict of interest.
These standards also apply to employees who become “related” after the hiring decision is
made, such as employees who start dating or otherwise engage in a consensual sexual or
romantic relationship, marry, or enter a domestic partner relationship, or become relatives
as a result of a marriage or domestic partner relationship. In such circumstance, the
employees should contact Employee Relations at 215-926-2290 as soon as their status
changes. Likewise, these standards apply in circumstances in which one person is employed
by Temple University and the other person employed by Temple University Health System
but share a common workspace.
All employees are cautioned that consensual sexual or romantic relationships can result in
claims of sexual harassment because the voluntariness of the consent may be questioned
when a power differential exists. If a sexual harassment claim is filed subsequently, the
argument that the relationship was consensual will be evaluated in light of this power
differential.
Some relationships involve inherent conflicts of interest that cannot be eliminated.
Therefore, sexual or romantic relationships between instructors and students currently in
their classes and between faculty and/or staff advisors and their current advisees are always
prohibited whether or not the relationships are consensual. See also Section 12.4, Faculty
Student Relationships. Similarly, relationships between supervisors and their subordinates
are prohibited when the working relationship is such that it is not possible to eliminate the
conflict of interest. A copy of the Sexual Harassment Policy is located on the Temple
University Policies website at policies.temple.edu
.
A supervisor is required to consult with the Department of Human Resources, University
Counsel, the Office of Equal Opportunity Compliance, and/or University ombudsman if he
or she is uncertain as to whether or not a relationship between Temple University employees
or a Temple University employee (including faculty) and a student violates this policy and/or
Temple University’s policy on Sexual Harassment and the Policy on Preventing and
Addressing Discrimination and Harassment. Any employee who feels he or she is involved
in a sexual or romantic relationship that is not welcome or consensual should contact the
Office of Equal Opportunity Compliance, Title IX Compliance or the Human Resources
Department.
The Office of Equal Opportunity Compliance, Human Resources Department or University
Counsel will assist in making alternative arrangements to eliminate conflicts of interest
under this policy. Violations of this policy may lead to disciplinary action up to and
including discharge from employment or dismissal from an academic program.
49
11.7 Conflicts of Interest: Faculty
It is the policy of Temple University that all full-time and part-time faculty members avoid
any conflict, or appearance of conflict, between their personal interests and the interests of
the university. This includes but is not limited to their dealings with any organization or
individual having, or seeking to have, any business relationship with the university or with
any organization or individual whose objectives or interests may be averse to university
interests.
A faculty member shall be deemed to have a potential conflict of interest when:
• The faculty member is an officer, director, trustee, partner, employee or
agent of, or has a 5 percent or greater interest in, a person or an entity involved in a
transaction with or affecting the university.
• The faculty member is aware that the faculty member, his or her spouse or any of
their parents, children, brothers or sisters, or relatives is an officer, director, trustee,
partner, or agent of, or has a 5 percent or greater interest in an entity involved in a
transaction with or affecting the university.
• Without regard to the above, the faculty member’s independent judgment is
or might appear to be impaired by an existing or potential financial interest.
• A faculty member supervises or participates in a decision affecting a relative
of the faculty member.
• An investigator plans to perform his or her own clinical trial on a tracer that he or
she developed for Temple University and owns the patent for.
• In all cases where there is a potential conflict of interest, the faculty member should
consult with his or her Chair and the cognizant Dean and disclose the specific facts
giving rise to the potential conflict.
The university’s Board of Trustees has adopted a Conflict of Interest – Faculty Policy. A
copy of the policy is located on the Temple University Policies website at
policies.temple.edu
. Faculty are required to review and to familiarize themselves with this
policy. Any questions should be directed to the Office of University Counsel.
11.8 Drug-free Workplace
Employees are expected and required to report to work on time and in appropriate mental
and physical conditions for work. Each employee is responsible to help ensure that Temple
University remains a drug-free, healthful, safe and secure work environment.
Temple University absolutely prohibits the unlawful sale, possession, purchase, manufacture,
use, distribution or dispensing of controlled substances, including drugs, on university
premises or while conducting university business off premises. Violations of this policy will
result in disciplinary action, up to and including discharge from employment, and may have
other legal consequences. Employees must, as a condition of employment, abide by the
terms of this policy and report to the university any conviction under a criminal drug statute
for violations occurring on or off university premises while employed by the university. A
50
report of a conviction must be made to the Office of Human Resources within five days after
the conviction.
Temple University will require any employee who it reasonably believes is in violation of
this policy to undergo drug and/or alcohol testing in accordance with its Drug and Alcohol
Testing Policy at Section 11.10. If an employee is found in violation of university policy,
federal or state laws, or local ordinances, the circumstances accompanying each individual
case will be considered when determining the consequences.
11.9 Drug and Alcohol Abuse
As stated in Section 11.8, Temple University prohibits the unlawful sale, possession,
purchase, manufacture, use, or distribution or dispensing of drugs on university property or
as part of any of its activities. Additionally, Temple University prohibits the abuse of
alcohol by employees on university property or as part of any of its activities.
For a description of the applicable legal sanctions for the unlawful possession or
distribution of illicit drugs and alcohol and related health risks, please see Appendix 1.
The university recognizes that employees with alcohol and/or drug-related problems should
seek help in dealing with such problems and are therefore encouraged to use counseling
services available through medical school practices, the EAP (Employee Assistance
Program) or health insurance plans, as appropriate, when facing alcohol and/or drug-related
problems. Employees may contact the Human Resources Benefits Department at 215-926-
2270 for additional information.
Temple University will require any employee who it reasonably believes is in violation of
this policy to undergo drug and/or alcohol testing in accordance with its Drug & Alcohol
Testing Policy, at Section 11.10.
11.10 Drug and Alcohol Testing
To protect the Temple community and to ensure compliance with the standards set forth in
Drug-free Workplace (Section 11.8) and Drug and Alcohol Abuse Acts (Section11.9),
Temple University will conduct drug and/or alcohol testing under the following
circumstances:
PRE-EMPLOYMENT: Temple University requires that offers of employment are
contingent on the prospective employee being free of drug abuse/addiction. Any
applicant who refuses to take the drug test, attempts to alter or falsify the results, or tests
positive for illegal drugs on the drug test is not eligible for employment with Temple
University.
REASONABLE SUSPICION: Temple University may ask an employee to submit to a
drug or alcohol test whenever it reasonably believes that the employee may be under the
influence of drugs or alcohol at work in violation of its Drug-free Workplace or Drug
and Alcohol Abuse policies. This includes, but is not limited to, the following
51
circumstances: evidence of drugs or alcohol on or about the employee’s person or in the
employee’s vicinity; unusual, bizarre or erratic conduct on the employee’s part that
suggests impairment or influence of drugs or alcohol; an on-the-job accident or injury
under circumstances that suggest possible use or influence of drugs or alcohol in the
accident or injury; or excessive and unexplained absenteeism or tardiness. Managers
will go thought training to successful identify suspicious behavior.
If an employee tests positive for drugs or alcohol under this policy, the employee is subject
to disciplinary action in accordance with Temple University’s Drug-free Workplace Policy
and/or Drug and Alcohol Abuse Policy.
Nothing in these policies prohibits or in any way limits the lawful use of prescription and
nonprescription drugs. However, an employee must inform his or her immediate supervisor
or the Department of Human Resources if he or she is using a prescription or
nonprescription drug, which at current prescribed dosage, could impair work performance
or pose a risk of harm to the employee, to others, or to property. It is the employee’s
responsibility to determine from his or her physicians if the medication can impair work
performance or pose such a risk.
If the lawful use of lawful prescription or nonprescription drugs does limit or otherwise
impair the employee’s ability to perform the essential functions of his or her position or
otherwise creates a safety risk, the Human Resources Department will meet with the
employee to determine whether or not a reasonable accommodation is available. Employees
who have questions regarding this policy are encouraged to contact the Human Resources
Department.
11.11 Gambling in the Workplace
Temple University employees shall not engage in gambling activities during work hours
and are prohibited from using university equipment or facilities in carrying out such
activities.
11.12 Political Activities
Temple University does not restrict its employees from engaging in political activity or
from holding public office, so long as the activities do not interfere (in any way deemed
significant by Temple University) with the performance of duties and responsibilities as
assigned by the university, and so long as the employee makes clear that the activities are
undertaken in a personal capacity and not as a representative of Temple University. Such
activities, like any other personal, nonofficial undertaking, must be done on the individual’s
own time and should not interfere with university duties.
If elected or appointed to an office that would interfere (in any way deemed
significant by the university) with the performance of assigned university duties, the
individual must resign from his or her position with the university, or petition for a leave of
absence without salary. See University Personal Leave Policy at Section 6.7.
52
Employees may contribute their own funds to political parties, groups or candidates, or
expend funds on behalf of the above parties, groups, candidates or issues, subject only to
state and federal laws that regulate political contributions. Employees may not use Temple
University resources or facilities in connection with such political activities. For more
information, please refer to Temple’s Political Campaign Activities Policy at
policies.temple.edu.
11.13 Software and Technology Usage
Temple University has adopted extensive policies that govern the usage of software,
hardware, computer-related equipment and resources acquired by Temple University and/or
used by any person employed by, or affiliated with, Temple University. Any Temple
University employee, visitor, student, retiree, consultant and/or temporary employee who has
access to, or who uses the Temple University network, electronic communications systems
and/or resources to conduct Temple University business must review and abide by these
policies.
Using peer-to-peer file-sharing programs illegally to download or share copyrighted
materials including music, games and videos is strictly prohibited. In addition, any person
using Temple University computer equipment, software or other computer resources must
abide by the Use of Communications Systems (Section 12.7), Voice Mail and Email
(Section 12.9), Internet Usage and Computer Games (Section 12.10) and Use of University
Property Policy (Section 12.17).
Temple University’s Software Policy or Computer Usage Policy can be found at
policies.temple.edu
53
11.14 Safety
The health and safety of all employees, students, visitors and our neighboring communities
are of utmost concern to the university. The Environmental Health and Radiation Safety
Department (EHRS) is responsible for ensuring the safe use of radioactive materials,
radiation-producing equipment, chemicals and biological substances at the university.
EHRS is responsible for identifying safety problems; initiating, recommending or providing
corrective actions; verifying implementation of corrective actions; and ensuring compliance
with regulations and university policies for the use of hazardous substances.
All members of the university community are required to comply with the university
policies and regulatory requirements specifically in the use, handling and storage of
hazardous materials/environment at all locations of the university. The EHRS handbook and
policies are maintained online at www.temple.edu/ehrs/handbook . Employees are also
encouraged to visit the EHRS home page for information concerning health and safety at
www.temple.edu/ehrs .
11.15 Social Security Number Usage
Temple University collects and maintains personal and confidential information including
Social Security numbers, relating to: (i) its students and applicants for admission, (ii)
employees and applicants for employment and (iii) to some extent, certain other individuals
associated with the university. The use of the Social Security numbers as a primary
identifier for Temple-related individuals will be avoided, except as required by law or as
required by practical necessity, as approved by the President or other designated university
officers.
The university is committed to safeguarding the security and confidentiality of personal and
confidential information in compliance with applicable laws and has adopted policies,
procedures and practices to meet that objective. Any Temple-related individual who violates
this policy or fails to comply with applicable SSN procedures is subject to disciplinary
action, up to and including discharge. All employees must review and abide by the
following policies and procedures: Social Security Number Usage Policy; Social Security
Number Usage Procedures (both can be found at policies.temple.edu); and the Confidential
Information Policy (see Section 12.5).
11.16 Anti-retaliation in Employment
Temple University is committed to maintaining a work environment free from any form of
unlawful discrimination or harassment. (See section 11.2, Anti-harassment, Including
Sexual Harassment).
In an effort to foster such an environment, and in conformity with all federal, state and
local laws, Temple University strictly prohibits any form of retaliation against an
individual
who, in good faith, reports, complains about or participates in an investigation of
an allegation of discrimination or harassment. Any individual, who feels that he or she
54
has been retaliated against or has been threatened with retaliation, should immediately
contact Human Resources, the Senior Vice Provost for Faculty Affairs, the Office of
Equal Opportunity Compliance or the Title IX Coordinator. (See also Section 12.16,
University Investigations and Internal Hearings)
Temple University encourages its faculty, staff and students to make good faith
disclosures of any misconduct or violation of a policy, procedure or Rule of Conduct
to the appropriate university office or official. A disclosure or report is made in good
faith whenever the person holds a “reasonable” belief that a violation of Temple
University policy, procedure or Rule of Conduct has occurred, or holds a reasonable
belief that an action taken is prohibited by law or regulation. In other words, if another
person in the same or similar position could conclude that a violation occurred, the
belief is reasonable and should be reported. Anyone who knowingly makes a false
accusation of any misconduct or policy violation or retaliates in any way will be
subject to discipline, up to and including termination.
Temple University urges any employee to contact the Human Resources Department if
he or she believes that an employment action is based in whole or in part on the
reporting of conduct prohibited by Temple University policies, procedures or Rules of
Conduct and/or participating in any work-related investigation. An employee who
believes that he or she is subject to retaliation for complaining about unlawful
discrimination or harassment, or for participating in an investigation involving a
claim of discrimination or harassment ("Whistle Blowing"), may also file a complaint with
the Office of Equal Opportunity Compliance. (See Sections 11.1 Non-discrimination
and 11.2 Anti-harassment, Including Sexual Harassment).
Temple University takes all complaints of retaliation very seriously. The Human
Resources Department and the Office of Equal Opportunity Compliance will work
together to investigate all complaints in a timely manner and to take appropriate
action.
11.17 HIV/AIDS Non-discrimination
Consistent with its existent University non-discrimination policies, no person shall be
subject to adverse employment action solely because of their HIV/AIDS status. This
includes all employees who are able to perform their job duties in a manner that does not
pose a health or safety risk to themselves or others, with or without accommodation. If
accommodation is required, Human Resources will consult with the department and
reasonable efforts will be made to look at all available options for accommodation
consistent the then-current state of scientific knowledge about the disease.
Additionally, no person shall be denied academic admission, access to Temple University
programs, facilities, events, services or any benefits provided by the university solely on the
basis of HIV status. HIV status shall be deemed to include actual or perceived HIV status,
or any condition related to Acquired Immune Deficiency Syndrome (AIDS), an individual
55
being suspected of having such virus or conditions, or an individual’s association with any
person having or believed to have said virus or conditions.
Temple University shall, consistent with applicable law, maintain the confidentiality of all
university records documenting and information concerning the HIV status or AIDS related
conditions of university students and employees to the same degree that confidentiality is
afforded to other medical records of university students and employees. For more
information, please see Temple University’s Policy on AIDS at policies.temple.edu.
steps to address claims of retaliation when substantiated. Employees who observe any act
that could be construed as retaliation should also contact the Human Resources Department
and/or the Office of Equal Opportunity Compliance to report the conduct.
11.18 Anti-retaliation in Reporting Violations of Medical
Services Compliance: False Claims Act
Temple University is committed to providing medical services and to obtaining payment for
those services in accordance with the highest ethical standards. The physician practices of
Temple University have established a compliance program that includes regular training of
physicians in the requirements for submitting bills for physician services, regular audits of
physician bills, exit interviews with departing employees involved in billing for physician
services, and a compliance hotline to enable individuals to report any suspected
irregularities. Any person with knowledge or information concerning a possible violation of
law is encouraged to call either the Hotline at 215-204-9500 or the Compliance Office at
215-707-4048.
In addition, under federal law, the federal government is entitled either to bring suit in
federal court or to commence administrative proceedings against persons who knowingly
submit false claims for payment under the Medicare or Medical Assistance programs.
Under certain circumstances, persons who provide information to the federal government
that results in a valid claim being asserted against Temple University may be entitled to
share in any recovery by the federal government. Employees who provide information to
the government are legally protected against retaliation by their employer. In addition,
Temple University Anti-retaliation in Employment Policy prohibits retaliation against any
employee for reporting suspected wrongdoing. (See Section 11.16).
11.19 Ethics Reporting Policy and Procedure
As members of the Temple University community, all employees are responsible for
sustaining the highest ethical standards of the university and of the broader community. As
such, employees should report any violations of laws, regulations, university policies and
procedures, or intentional reporting of inaccurate data or other information that come to
their attention (collectively, “violations”). Disciplinary actions for proven violations or for
improper retaliation against anyone who reports possible violations ("Whistle Blowing")
will be determined on a case-by-case basis and may include actions up to and including
discharge.
56
To report a suspected violation of laws, regulations, university policies and procedures,
employees are encouraged to do one of the following:
• Report to Management: Violations may be reported through standard
management channels beginning with the immediate supervisor. If for any
reason it is not appropriate to report suspected violations to the immediate
supervisor, employees may go to a higher level of management within their
school/college/department.
• Report to Ethics and Compliance: Violations may be reported to the
University Ethics and Compliance Office through the Ethics and Compliance
Helpline at any time, 24 hours a day, by calling 844-755-3394 or online at:
https://secure.ethicspoint.com/domain/media/en/gui/61440/index.html
• Report to Human Resources: Violations may be reported to the Department
of Human Resources at 215-926-2298.
All reports of suspected violations may be made confidentially and anonymously. However,
the more information provided, the easier it is to investigate the reports. The university is
committed to investigating and taking necessary corrective actions for all suspected
violations that are reported. In order to protect the integrity of the internal investigative
process, in no instance will a university official specifically named in a complaint be
responsible for the internal investigative process.
Temple University is committed to the stewardship of its resources and the public and
private support that enables it to pursue its mission. Temple University takes seriously its
obligations under the various laws and regulations to which it is subject. To further ensure
compliance by all of its members, the university develops and promulgates policies and
procedures to interpret and apply applicable laws and regulations in the university setting.
Laws, regulations, policies and procedures strengthen and promote ethical practices and
ethical treatment of the members of the university community and those who conduct
business with the university. The university has in place a system of internal controls and
operating procedures that are intended to detect and prevent or deter improper activities.
However, even the best systems of internal control cannot provide absolute safeguard
against waste, fraud, abuse and other irregularities.
11.20 Policy Against Misconduct in Research and Creative Work
Temple University is committed to the principle that its personnel are responsible for ethical
conduct in their research and production of creative work, and in the dissemination of results.
Various disciplines (e.g., natural sciences, social sciences, humanities, medicine, law and the
arts) may have specific ethical criteria and traditions that govern the conduct of research and
creative work. Faculty members and graduate students are responsible for knowing those
criteria and complying with them. Each discipline, moreover, regards the following behavior
as misconduct:
• Abuse of confidentiality
• Using or presenting data that is falsified or fabricated
57
• Plagiarism or appropriating words, ideas, data, techniques or creations of others
and presenting them as if they were one’s own
• Failing to comply with legal, granting agency or university requirements
affecting specific aspects of the conduct of research or engaging in practices that
seriously deviate from those that are commonly accepted within the scientific or
academic community for proposing, conducting or reporting research to the
extent that these are applied consistently with traditional principles of academic
freedom, including, but not limited to
o failure to protect human subjects
o misuse of laboratory animals
o misuse of recombinant DNA molecules
o misuse of infectious materials
o misuse of hazardous materials
o failure to comply with laboratory safety requirements
• Dishonesty in publication
• Interfering with, misappropriating, stealing or destroying equipment, supplies, or
other information including, but not limited to: data, text, works of art or
authorship or databases, which either belong to others or over which others have
primary use
Confirmed violation of this policy may constitute grave misconduct and may be grounds for
dismissal. Violations of this policy will be determined according to the processes and
procedures described more fully in Temple University’s Policy on Misconduct in Research
and Creative Work at policies.temple.edu
.
Employment Conduct
12.1 Work-Related Behavior Expectations
Temple University has certain expectations regarding the conduct and job performance of
each employee that is necessary for the orderly operation of business. Employees who do
not adhere to these standards or fail to meet the expectations for their position are subject to
disciplinary action.
The Human Resources Department should be consulted prior to disciplining an employee.
Employees should consult the Temple University Employee Manual and/or Rules of
Conduct. These documents are available on the Human Resources website or at the Human
Resources Department at www.temple.edu/hr
.
12.2 Weapons on Campus
58
Temple University prohibits students, members of the faculty, employees (other than
Temple University police officers, as authorized by their position), contractors, vendors and
any other visitors (other than law enforcement personnel authorized to carry weapons) to
our campus from possessing, carrying, storing or using weapons on property owned by or
under the control of the university.
For the purpose of this policy, “weapons” mean:
The use, possession, sale, or storage of articles and substances that endanger a person’s
health and/or safety. This includes, but is not limited to, firearms (e.g., guns, pistols, rifles,
stun guns, air rifles, pellet guns, etc.), fireworks, knives, weapons, ammunition, gunpowder,
explosives or other material containing flammable substances, as well as replicas of any
such articles or substances. The university also will confiscate any such articles.
Individuals who engage in any conduct prohibited by this policy may be removed from
university property and may be subject to discharge/expulsion or other disciplinary
action, arrest and/or criminal prosecution. This policy applies to all work locations
including offices, work sites, vehicles and field locations.
12.3 Violence in the Workplace
Temple University is committed to providing a safe and healthful workplace that is free
from violence or threats of violence. For purposes of this employment standard, workplace
violence is any violent or threatening behavior that arises from or occurs in the workplace
that affects university faculty, employees, students and visitors.
Temple University does not tolerate behavior that:
o is violent.
o threatens violence.
o harasses or intimidates others, including stalking or bullying behavior.
o interferes with an individual’s legal rights of movement or expression.
o disrupts the workplace, the academic environment or the university’s ability to
provide service to the public.
Individuals who engage in any conduct prohibited by this standard may be banned from
university property and may be subject to discharge or other disciplinary action, arrest
and/or criminal prosecution. This policy applies to all work locations including offices,
work sites, vehicles and field locations.
Employees, supervisors and managers should contact the Human Resources Department at
215-926-2290 and Campus Police at 215-204-1234 immediately to report any threats that
they have witnessed, received, or those that have been reported to them that another person
has witnessed or received. Employees should also report any behavior they have witnessed
that they regard as threatening or violent when that behavior is job-related or was carried
out on university-owned or leased property.
59
Any employee who receives a protective or restraining order that lists a Temple University
campus as a protected area is required to provide the Human Resources Department and
Campus Police with a copy of the order and any information useful to identify the
individual subject to the order. For example, if an employee has received a restraining order
prohibiting a former spouse or partner from coming to the workplace, the employee must
provide Human Resources and Campus Police with a copy of the order and a recent picture
of the spouse, partner or person if possible. See also the Official University Policies on
Ethnic Intimidation and on Sexual Assault at policies.temple.edu.
12.4 Faculty and Student Relationships
The power disparity between faculty members and their students makes such relationships
subject to exploitation, both actual and perceived. The respect and trust accorded a member
of the faculty by a student, as well as the power exercised by faculty in giving grades or
recommendations for future study and employment, make voluntary consent by the student
suspect.
Individuals should be aware that consensual sexual or romantic relationships can result in
claims of sexual harassment because the voluntariness of the consent may be questioned
when a power differential exists. If a sexual harassment claim subsequently is filed, the
argument that the relationship was consensual will be evaluated in light of this power
differential.
Some relationships involve inherent conflicts of interest that cannot be eliminated.
Therefore, sexual or romantic relationships between instructors and students currently in
their classes and between faculty advisors and their current advisees are always prohibited.
With respect to relationships and conduct between students and faculty, instructors,
advisors, athletic coaches and others, Temple University’s Sexual Harassment Policy
provides:
o With reference to behavior between an instructor and students of that instructor,
no instructor shall make a sexually suggestive or intimidating remark, ask a
student for a date or sexual favor, or in other ways make a sexual advance to the
student. While a student is a student of a particular instructor, any sort of sexual
or romantic advances or relationship between the student and the particular
instructor is prohibited.
o A student is a student of a particular instructor:
(i) when a student is registered in a course taught by the instructor
and has not yet received a final grade, or
(ii) when a student is assigned to be advised by a particular instructor
or academic advisor, whether the instructor is serving as an
undergraduate advisor, graduate advisor, or member of a thesis or
dissertation committee, or
60
(iii) at other times when an instructor has a relationship with a student
such that a student’s activities at the university are being
supervised or evaluated by the instructor, or
(iv) at other times when an advisor, athletic coach, physician,
laboratory operator or other similar individual has a relationship
with a student such that the student’s activities at the university are
being supervised or evaluated by that person. The relationships
covered by this paragraph include, but
(v) are not limited to, medical residents and physicians and student
members of athletic teams and Athletic Department coaches.
o There are, in addition, faculty/student relationships that are less clear because,
although the faculty member does not have direct responsibility for the student, the
faculty member may indirectly affect the student’s academic evaluation or career
opportunities. Such situations exist, for instance, when a faculty member serves on
the fellowship committee in a graduate student’s department. In such cases, careful
adherence to the following ethical principles is required:
(i) an instructor must desist from expressions of sexual or romantic interest
if there is any indication that such interest is unwelcome by the student,
(ii) no instructor may indicate, explicitly or implicitly, that an
academic reward or punishment could result from the student’s
reaction to an instructor's sexual or romantic advances,
(iii) if a consensual sexual and/or romantic relationship develops between a
student and instructor, the instructor should not thereafter take part in any
activity that involves evaluation of the student’s academic work or progress,
without prior permission by the student’s dean for good cause shown.
Any person who feels he or she has been subject to harassment in violation of this policy or
otherwise believes that a violation of this policy has occurred can make an informal
complaint to any Sexual Harassment Ombudsperson (a list of Ombudspersons may be
found on the Temple University website at www.temple.edu/eoc/ombudspersons.htm) A
formal complaint may be made by contacting the Office of Equal Opportunity Compliance.
All members of the Temple University community must review and abide by Temple
University’s Sexual Harassment Policy and the Policy on Preventing and Addressing
Discrimination and Harassment, located on the Temple University Policies website at
policies.temple.edu. Relationships between student workers and Temple University
employees (including faculty) is subject to Temple University’s policy on Conflict of
Interest: Employment of Relatives, Nepotism and Consensual Romantic Relationships,
Section 11.6.
12.5 Confidential Information
In performing their duties for Temple University, employees and members of the faculty
may have access to confidential information including, but not limited to, proprietary
61
business information relating to Temple University and personal confidential information
related to other employees, students, applicants, retirees and alumni. This includes
information viewed online, in print, in other media or received verbally. Information to
which employees have access is to be shared only as the business need requires.
The disclosure of confidential information to others who do not have a legal right to the
information may violate the Family Educational Rights and Privacy Act of 1974
(FERPA), the Health Insurance Portability and Accountability Act of 1996 (HIPAA), the
Gramm-Leach-Bliley Act (GLBA), and/or other federal, state, and local laws. Any
employee who misuses or otherwise improperly discloses confidential information will be
subject to disciplinary action, up to and including discharge of employment.
Any employee or faculty member who has access to confidential student
information must review and abide by Temple University’s Policy Regarding
Confidentiality of Student Records, found at policies.temple.edu
. Questions
regarding this policy should be directed to the Registrar.
All employees and members of the faculty must review and abide by Temple University’s
Com
prehensive Information Security Program found at policies.temple.edu. Questions
regarding this policy should be directed to Temple University’s Privacy Officer.
All employees and members of the faculty must review and abide by Temple
University’s Computer Usage Policy, found at policies.temple.edu
. Questions
regarding this policy should be directed to the Vice President for Computer and
Information Services.
Any employee or faculty member who is asked to disclose confidential information to any
person who does not have a legitimate business reason for obtaining such information, or any
employee who is aware of other individuals who have disclosed confidential information in
violation of this policy must report such an occurrence to his or her immediate supervisor or
the Human Resources Department. Failure to report a violation of this policy may result in
disciplinary action, up to and including discharge of employment.
12.6 Workplace Surveillance and Searches
Temple University may authorize the use of reasonable surveillance and search measures
to ensure a safe and appropriate work environment or in compliance with university
policies and applicable law. Subject to legal requirements, the university reserves the right
to inspect and search all work areas, desks, computers, university-owned cell phones, file
cabinets, lockers, lunch boxes or other containers leaving university premises, as well as
personal vehicles in university parking lots or public streets within campus boundaries or
any other area within university control. In addition, all records contained in computers
(including voice mail and email) and storage devices (including removable media) are
open to inspection by the university in accordance with university policies, subject to
applicable legal requirements.
62
12.7 Use of Communications Systems
Most communication services and equipment have toll charges or other usage-related
expenses. Employees should be aware of these charges and should consider cost and
efficiency needs when choosing the proper device for each business communication.
All communication services and equipment, including the messages transmitted or stored by
them, are the sole property of the university and may be opened, reviewed and/or retained
by Temple University in the normal course of business. Therefore, employees should not
use a Temple University address (physical or electronic) to receive personal
communications. Any employee who chooses to use Temple University communication
systems and equipment for personal reasons must limit the usage in a manner that does not
interfere with the employee’s job duties. Communication systems may not be used to solicit
or recruit for commercial ventures, religious or political causes, outside organizations, or
other non-job-related solicitations.
Employees and members of the faculty should exercise care so that personal correspondence
does not appear to be an official communication of the university. Employees and members
of the faculty should not use Temple University stationery or postage for personal letters.
Employees and members of the faculty are not permitted to place personal mail in the stacks
of Temple University mail that the university runs through its postage meter. Although the
monetary value of a single postage stamp may appear insignificant to an individual, it is
significant on an aggregate basis. Consequently, individual misuse of the university’s
postage meter in this manner is considered theft of university property.
University telephones or mobile phones should be limited to university business. Employees
and faculty members are required to reimburse Temple University for all charges resulting
from their personal use of the telephone or mobile phone.
University computers, computer systems and networks may be used and accessed only by
individuals approved by an authorized university official. Questions regarding authorization
and permitted uses must be referred to the associate vice president for Computer Services
and Chief Information Security Officer. (See Temple University’s Technology Usage
Policy at policies.temple.edu
All employees and members of the faculty including consultants, contractors, temporary
employees, and student workers as well as visitors are prohibited from using all
communication services and equipment to violate any university policy including, but not
limited to, Temple University’s policies on Non-discrimination (see Section 11.1) and,
Anti-harassment, Including Sexual Harassment (see Section 11.2).
12.8 Monitoring and/or Recording of Telephone Calls
To provide quality customer service training, to review the quality of service provided by
Temple University employees, and for other safety and/or security related reasons, certain
departments may monitor and record telephone calls to and from Temple University
63
telephone numbers. Callers are informed via a message on the initial recording that their call
is being monitored and/or recorded. An employee or member of the faculty assigned to a
department that monitors and/or records telephone calls should advise the Human Resources
Department or Office of the Senior Vice Provost for Faculty Affairs and Development in
writing if he or she does not consent to the monitoring and/or recording. Under such
circumstances, the Human Resources Department, in conjunction with the Office of the
Senior Vice Provost for Faculty Affairs and Development, if appropriate, will determine
whether or not the employee or faculty member can be reassigned to a position that does not
involve the monitoring and/or recording of telephone conversations. If reassignment is not an
available option, the employee may be terminated.
12.9 Voice Mail, Email, Email Lists and Discussion Forums
As with any other communication system, the voice mail and electronic mail systems are
provided to enable Temple University employees to conduct university business and to
perform their duties. As such, employees should not have an expectation of privacy
regarding any voice mail or electronic messages (including email) created, sent or received.
Temple University encourages the exchange of information between members of its
community. In order to foster such communications, Temple University permits the use of
its computer servers by its various schools, colleges, programs and administrative
departments for various electronic mail distribution lists (such as Listserv lists) and
discussion forums related to the academic mission and/or administrative objectives of
Temple University.
Communications systems are not to be used to solicit or proselytize for commercial
ventures, religious or political causes, outside organizations, or other non-job-related
solicitations. In addition, personal messages or quotations on Temple emails or
voicemails are prohibited.
Temple University employees and faculty may not use the voice mail, electronic mail
systems, Listserv lists or discussion forums to send, forward or create any messages that
violate university policy including, but not limited to, Temple University’s policies on Non-
discrimination and Anti-harassment, including Sexual Harassment. (See Sections 11.1 and
11.2).
Employees and faculty members may not use the voice mail and electronic transport
systems (including, but not limited to, the university network, Listserv or SMTP servers) to
send (record or upload) or receive (retrieve or download) unauthorized copyrighted
materials, trade secrets, proprietary financial information, confidential or personal
information, or similar materials.
Employees and faculty members are advised that voice mail and electronic mail messages
are not private or confidential. To the extent permitted by applicable law, Temple
University reserves its right to review, audit, intercept, access and disclose all messages
created, sent, received or stored using the university’s voice mail or electronic mail systems
for any legitimate Temple University business purpose including, but not limited to,
64
investigations into whether or not the university’s resources are being used in violation of
university policies or for illegal purposes. The contents of voice mail or electronic mail
created, sent, received or stored using the university’s voice mail or electronic mail systems
may be accessed or disclosed to or by Temple University without the permission of the
employee. (See Section 12.6).
While Temple University has measures in place to secure email services, once an email is
transmitted across the public internet, the contents are not protected unless specifically done
so by the user utilizing encryption software. Encryption software, encryption strength and
related handling procedures must be approved by the Associate Vice President for
Computer Services and Chief Information Security Officer.
Unsolicited email is to be treated with caution and not responded to. All users are to ensure
that all email is addressed to the correct recipients, especially when forwarding emails.
Limited, occasional or incidental use of emails (sending and receiving) for personal
business purposes is acceptable as long as such use does not affect Temple University’s
ability to do business. Employees should exercise care so that personal correspondence does
not appear to be an official communication of the university. (See Section 12.7).
65
Notwithstanding Temple University’s rights to retrieve and/or read any voice mail or
electronic mail messages, employees generally are required to treat all such messages as
confidential. Absent express authorization, employees are not permitted to retrieve or read
any email messages or listen to any voice mail messages that are not sent to them or
intended for them. (See Temple University Computer Usage Policy) at policies.temple.edu.
Temple University permits the use of its computer servers by its various schools, colleges,
programs and administrative departments for various electronic mailing lists (such as
Listserv lists) and discussion forums related to the academic mission and/or administrative
objects of Temple University. University hosted Listserv lists or other electronic mailing
lists and discussion forums are not to be used for personal business.
By their nature, electronic mailing lists (such as Listserv) and/or discussion forums are not
confidential. Temple University reserves its right to review, audit, intercept, access and
disclose all messages created, sent, received or stored using an electronic mailing list or
discussion forum on a university server for any legitimate Temple University business
purpose including, but not limited to, investigations into whether or not the university’s
resources are being used in violation of university policies or for illegal purposes. Temple
University may, in its sole discretion, restrict any employees’ access to or ability to use
electronic mailing lists or participate in discussion forums if it determines that the user or
users have violated any Temple University policy or directive in connection with the use of
such listserv or discussion forum.
Any employee or member of the faculty who discovers a violation of this policy must notify
his or her supervisor immediately. If the supervisor is the offending party, the employee or
faculty member should notify the Office of the Vice President for Computer and Chief
Information Officer and/or the Department of Human Resources.
Any employee or faculty member who violates this policy or uses the voice mail or
electronic mail systems for improper purposes may be subject to disciplinary action, up to
and including discharge.
12.10 Internet Usage and Computer Games
Temple University’s computer systems are the university’s property and access is provided
to employees as needed to facilitate job performance. Employees or members of the faculty
should not use the internet for personal business during working time. Rather, such use
should be limited to non-working time such as during lunch, authorized work breaks and
after working hours.
Users of Temple University’s computer system are subject to the same standards that apply
to other employee communications, including the Non-discrimination Policy (see Section
11.1) and Anti-harassment, Including Sexual Harassment Policy (see Section 11.2). When
using the computer system, employees should not download, create, forward or send
materials in violation of any Temple University policy (see Section 12.9). Any employee or
faculty member who uses the computer system for improper purposes shall be subject to
66
disciplinary action, up to and including discharge. Any employee or faculty member who
receives materials on his or her computer system that he or she believes violate a university
policy should contact the Office of the Vice President for Computer and Chief Information
Officer and/or the Human Resources Department. See Temple University’s Technology
Usage Policy at policies.temple.edu.
12.11 Office Attire
Appropriate business dress, grooming and personal cleanliness standards do contribute to
the morale of all employees and affect the business image the university presents to
students, visitors and the public. Therefore, during business hours and while on university
business or premises, employees are expected to present a clean appearance and to maintain
acceptable personal hygiene standards. Please do not wear/exhibit anything that other
employees might find offensive or that might make coworkers uncomfortable, including
offensive tattoos and/or jewelry.
If an employee is unsure of the appropriateness of a particular piece of clothing, the
employee should choose not to wear it. Standards for office attire may vary by department.
It is the responsibility of the administrative department head or dean to consult with the
Department of Human Resources and/or Office of Faculty Affairs and Faculty Development
before implementing any office attire standards. Violation of Standards for Office Attire
may result in disciplinary action.
12.12 Outside Activities or Employment/Consulting
Employees are expected to be able to perform their work as efficiently and effectively as
possible at all times. While work for other employers is not prohibited, hours worked in
outside employment must not coincide with hours of work for the university. Employees
may not work on non-Temple related business during their work hours. Outside
employment and activities must not detract from work responsibilities at the university nor
create a conflict of interest. Questions about whether or not an outside activity or other
employment would constitute a conflict of interest should be directed to supervisors and/or
the Human Resources Department.
If Temple University determines that an employee’s outside work interferes with their
performance or the ability to meet the requirements of Temple University, as modified by
Temple University from time to time, the employee may be asked to terminate the outside
employment if he or she wishes to remain with Temple University.
Outside employment that constitutes a conflict of interest is prohibited. Employees may not
receive any income or material gain from individuals or entities outside Temple University
for materials produced or services rendered while performing their university jobs.
If Temple University pays the fee required for an employee to perform a specific function,
such as notary status, the employee may not retain personally any fee charged to Temple
employees or departments for Temple University-related business.
67
The university recognizes that consulting may be a valuable form of community service that
contributes to the professional development of administrative officials and serves to
enhance the university’s reputation and standing. For this reason, officers, professional
administrative personnel, and faculty are not precluded from entering into consulting
arrangements.
Any administrator engaged in consulting services must account for time away from Temple
University business by using personal and/or vacation days. Faculty may devote an average
of one day per calendar week during the contract period toward consulting services subject
to prior approval of their Dean.
Administrative personnel must obtain approval from their department head prior to entering
a consulting arrangement. See also Faculty Guide, Section VIII. C– Extra Compensation.
Temple University may require any administrator or faculty member to cease consulting
when it determines that such services are inconsistent with the policies of Temple
University or otherwise interfere with the individual’s ability to perform the duties and
responsibilities of his/her position. See Conflicts of Interest: Faculty (Section 11.7),
Conflicts of Interest: Employees (Section 11.5) and Outside Activities or Employment
(Section 12.12).
12.13 Smoking in the Workplace
Temple University is committed to providing a tobacco-free environment for the entire
Temple community. All U.S. university properties are designated as tobacco free, including
the use of all combustible tobacco, electronic smoking devices and smokeless tobacco
products, as defined in this policy. B. In addition, all indoor and outdoor university-
sponsored activities taking place in facilities not owned or operated by Temple University
will be tobacco-free in those areas under the university’s control.
The university wants to promote a healthful and clean work environment for students,
employees and visitors. Further, in accordance with Philadelphia ordinances and
Pennsylvania’s Clean Indoor Air Act, every employee has the right to work in an area free
of environmental tobacco smoke.
Smoking in vehicles owned or leased by the university is prohibited. (See University Policy
on Smoking at policies.temple.edu).
Employees and members of the faculty are encouraged to contact the Human Resources
Department for information concerning cessation programs. The success of this policy
depends on the thoughtfulness, consideration, and cooperation of smokers and nonsmokers.
The university community shares in the responsibility for adhering to and enforcing this
policy.
68
12.14 Solicitations and Distribution of Literature
In the interest of maintaining a proper business environment and preventing interference
with work and inconvenience to others, unless related to university business or approved in
advance by the university, employees may not distribute literature or printed materials of
any kind, sell merchandise, solicit financial contributions, or solicit for any other cause
during working time or to those on working time or in any working areas. The use of
university emails to distribute literature or printed material of any kind, sell merchandise,
solicit financial contributions, or solicit for any other cause that is unrelated to university
business is also prohibited, unless prior approval by the university has been granted.
12.15 Emergency Closings
Scope of Policy & Rationale:
Temple University’s calendar is constructed with the expectation that instructional and
business operations will be carried out as scheduled. To the extent practical, the university
will adhere to the academic calendar to ensure the continuity of university operations.
However, in the event of inclement weather or other situations that cause a disruption in
university operations, a decision may be made to close or delay the opening of one or more
university campuses. In addition, a decision may be made to cancel or postpone classes,
even though campuses otherwise remain open for business.
Policy Statement:
Temple University will conduct normal operations unless otherwise specified by the senior
officer(s) designated by the President. To the degree weather or emergency indicates,
closings and/or changes to the schedule may occur at various levels:
1. Campus Closed
All non-essential on-campus operations and in-person classes will be suspended for all or
part of the day. The university reserves the right to schedule make up classes, as necessary.
Students should check with their instructor, as classes that can continue remotely may not
be affected by campus closures. Faculty members should communicate any plans to conduct
class remotely with students in a timely manner. Employees designated as essential by their
supervisors should report to work on campus as scheduled. Supervisors should ensure that
employees are aware of who is considered essential and the expectations of each
employee’s role. Any employee who is unaware of his/her status in this regard must
confirm expectations with his/her supervisor. Non-Essential employees who have the ability
to perform all or part of their job remotely should do so. Essential Employees: All essential
employees are required to report to work on campus as scheduled even if the university has
announced an emergency campus closure. Unless notified to the contrary, “essential
employees” shall be personnel, including but not limited to, those working in the following
departments:
69
• Campus Safety Services
• Facilities and Service Operations
• Parking Services
• University Housing and Residential Life
• Payroll
• Campus Recreational Services
• Library Services
• Information Technology Services
• Business Services, including Dining Services
Supervisors may designate any employee as “essential,” based on the current circumstances
and the continuity of the university’s operations. For emergency purposes, faculty members
or administrative staff members may be designated “essential employees.” Employees must
consult with their supervisors to confirm the status of their positions.
Clinical Services:
The cancellation of classes, the delay of class starts, and incidents of early closure do not
impact the delivery of clinical services in any school or college. All decisions regarding
clinical services are the responsibility of the dean or their designee in schools and colleges
providing patient care.
2. In-person Classes Cancelled
No in-person classes will be held, but all employees are expected to report to work as usual.
Class cancellations may occur at any time during the day. Continuing education classes also
adhere to these closure requirements. Class cancellations may impact an individual campus
or multiple campuses. The university reserves the right to schedule make up classes, as
necessary. Make up class time will consider several factors, including, but not limited to
applicable policies and guidelines for credit hours. Students should check with their
instructor as classes that can continue remotely may not be affected by class cancellations.
Faculty should communicate plans to conduct class remotely to all students in a timely
manner.
3. Delay of Class Start
The start of classes will be delayed until an announced time and will begin with courses that
are regularly scheduled at that time. Students with classes scheduled to begin before the
announced time should check with their instructor, as classes that can continue remotely
may not be affected by a delayed start. Faculty should communicate plans to conduct class
remotely to all students in a timely manner. All employees must report to work at the
scheduled time.
4. Partial Day Class Cancellation
70
Classes will be cancelled at an announced time. Classes normally scheduled after that point
will not be held that day. Students with classes scheduled to begin after the announced time
should check with their instructor, as classes that can continue remotely may not be affected
by the cancellation. Faculty should communicate plans to conduct class remotely to all
students in a timely manner. All employees must report to campus as scheduled and/or
remain on campus until the conclusion of scheduled work hours.
Procedures:
The President or designated officer is responsible for making decisions regarding the
operating status of the university. The senior officer(s) will consult with the appropriate
administrators or their designees in deciding to close a campus and/or cancel classes.
As such:
• Schools, colleges and administrative offices or individual faculty members may not
independently cancel classes, or close facilities. An administrative unit may not
suspend operations during an inclement weather event without advance approval.
• Faculty members must consult with their dean or department chair if requesting to
cancel classes for any reason.
• Employees are expected to report for work when the university is open or opening
late. Employees may not utilize alternative work arrangements (such as working
from home) on those occasions without the express permission of the appropriate
supervisor.
• Students are encouraged to notify their professors if they are unable to attend classes
due to weather conditions that do not result in delayed openings or campus closings.
• Students with off-campus student work assignments, including clinical programs,
student teaching, practicums, and other site placements, should check with their site
supervisor regarding closures of the site.
• Scheduled, alternative work arrangements not impacted by campus closure should
proceed as scheduled.
When a decision is made to close a campus, cancel classes, or delay an opening, the senior
officer(s) and appropriate designees will collaborate to determine the content of the message
to be distributed among the university community. Upon determination, the emergency
communication protocol may be initiated:
• A conference call may be initiated with university stakeholders to gather
information about life/safety conditions, scheduled events, athletics programming,
and other considerations.
• Emergency notification may be initiated in the form of an email, text message and/or
phone call.
• Information may be posted to the Temple University home page (www.temple.edu)
and/or to a designated landing page and distributed to appropriate news outlets.
• All employees are responsible for consulting available resources to determine and
fulfill their obligations in the event of a potential weather or emergency event.
71
12.16 University Investigations and Internal Hearings
Temple University may, from time to time, conduct internal investigations and/or hold
Student Code of Conduct Hearings, Grievance Step Hearings, Complaint Resolution
Proceedings, NCAA Compliance Investigations, Accident & Injury Investigation, Labor
Arbitrations, and any other investigations related to University employment in accordance
with applicable university policy or applicable collective bargaining agreements.
All employees are required to cooperate with university authorities in any University
proceedings. Such cooperation includes, but is not limited to, preparation time and attendance
at the proceedings. Employees and members of the faculty who are asked to provide
information or attend proceedings will be permitted to do so during working hours.
Employees and members of the faculty must provide honest, truthful and complete
information to the best of their knowledge. An employee who believes that providing such
information would subject him or her to criminal prosecution may refuse to testify or
otherwise provide Temple with the requested information. However, Temple University
will consider the refusal in determining what discipline, if any, is warranted. Failure to
cooperate is a violation of this policy and will result in discipline, up to and including,
termination of employment.
Any individual, who feels that he or she has been retaliated against or has been threatened
with retaliation as a result of his/her participation in this process, should immediately
contact the Associate Vice President of Human Resources, the Senior Vice Provost of
Faculty Affairs, the Office of Equal Opportunity Compliance or the Title IX Coordinator.
12.17 Use of University Property
All Temple University employees must abide by any policy, regulations, procedures and/or
guidelines issued by Campus Safety Services, Internal Audit, and other administrative units
or imposed by federal, state or local law in connection with the use or occupation of Temple
University property including, but not limited to, office/laboratory space and common areas.
These policies and procedures include, but are not limited to, federal, state and local laws
and/or regulations governing fire and safety, workplace safety (OSHA), ventilation and
evacuation. Employees or faculty members who violate such policies and procedures will be
subject to disciplinary action, up to and including restrictions on the use of Temple
University property/space or termination of employment. For more information refer to
Section 11.14 on Safety.
12.18 Procurement and Use of Cellular Equipment
Temple University employees, whether full-time or part-time, may be eligible for
university-supplied cellular service when certain job demands cannot be conducted on a
landline telephone and/or require accessibility regardless of time or place. Requests for
cellular equipment and service must be approved by the appropriate department budget unit
head. All cellular equipment and cellular service charges must be processed through the
Office of Telecommunications.
72
When provided, cellular service is for business purposes and the cost of any personal use of
cellular services must be reimbursed to the university. See also policy on Procurement and
Use of University-Supplied Cellular Equipment at policies.temple.edu.
12.19 Employment Compliance with NCAA Regulations
National College Athletic Association (NCAA) rules prohibit any Temple University
employee (including faculty, administrators and staff) from providing extra benefits to a
currently enrolled student-athlete (or their relatives or friends). An extra benefit is broadly
defined by the NCAA to include any special arrangement by a Temple employee to provide
an enrolled student-athlete (or his or her relatives or friends) with something that is not
generally available to the general student body of Temple University, unless expressly
authorized by the NCAA legislation.
Examples of extra benefits prohibited by NCAA rules include, but are not limited to:
• transportation to any location outside a 30-mile radius of campus; free or
reduced merchandise or services (including things as minor as an offer of a car
ride home at break) unless that free or reduced cost item is also available to the
general public;
• a meal at a restaurant as the guest of an athletic booster or a university
employee;
• use of a department telephone to make long-distance personal calls;
• holiday or other gifts unless given to all students in a particular group. For
example, a supervisor of student workers (if the student workers include athletes
and non-athletes) can opt to distribute a holiday gift or perk to all of the
supervisor’s student workers but cannot give a holiday gift only to an enrolled
athlete who is also a student worker.
The above list of extra benefits is for illustration purposes only and does not constitute a
comprehensive listing of extra benefits prohibited by NCAA rules. Employees who have
questions about what may constitute an extra benefit should contact the Athletic
Compliance Officer for further guidance.
Any student-athlete who accepts an extra benefit is in violation of NCAA regulations,
thereby jeopardizing the student-athlete's eligibility for intercollegiate competition. The
university will take appropriate disciplinary action against any employee found to have
provided a student-athlete with an extra benefit as defined by the NCAA regulations. Such
action may include, but is not limited to, restricting the employee’s involvement with the
university's athletics program and/or other disciplinary action up to and including
termination of employment.
Temple University provides training to employees involved in intercollegiate athletics to
ensure that each employee maintains competency in knowledge of the rules; acts within his
or her realm of responsibility in full compliance with the governing legislation; and is aware
of his or her obligation to report any violation of NCAA, conference and/or institutional
73
rules of which he or she is aware. Employees with questions concerning NCAA, conference
or institutional rules or his or her involvement with intercollegiate athletics should contact
the Athletic Compliance Office.
Your Employment File
13.1 Official Personnel File
The Human Resources Department creates and maintains an official personnel file for each
employee. The “official personnel file” includes information maintained by Temple
University relating to employment. The Human Resources Department is responsible for
establishing procedures to maintain the personnel files, protect the confidentiality of the
personnel files, and for an employee or authorized person to review the personnel file.
Access to Personnel File
Access to the information contained in these files is restricted. With reasonable notice,
employees may review their personnel file once per year by contacting the Human
Resources Department during normal business hours. The review must take place in the
office and in the presence of an individual appointed by the university to maintain these
files.
All inquiries or requests for personal information must be sent to the Human Resources
Department at 215-926-2201.
Leaving the University
14.1 Termination of Non-introductory Employees
Non-bargaining unit employees are employed “at will” and, as such, serve at the pleasure of
the university. However, all departments must consult with the Human Resources
Department to review a decision to terminate any Bargaining or Non-Bargaining Unit
employee prior to the actual termination.
14.2 New Hire: Termination of Introductory Employee
The Human Resources Department encourages departments to work with any new
employee to define performance expectations, provide feedback to the employee during the
introductory/probationary period and to provide the employee with at least 30 days to meet
those expectations in accordance with Temple University’s Introductory/ Probationary
Period Policy (Section 10.7) prior to recommending the employee’s discharge to the Human
Resources Department.
74
Advance notice of termination for cause is not required; however, all departments must
consult with the Human Resources Department prior to the termination. Introductory
terminations are not subject to dispute resolution.
14.3 Resignation
When resigning from Temple University, an employee should notify his or her supervisor in
writing and the Human Resources Department at the earliest possible date; however, non-
bargaining employees in all pay grades must provide at least 2 weeks written notice of
resignation in order to be eligible to receive payment for unused vacation time. Employees
covered by a collective bargaining agreement are subject to the terms of that agreement. In
no case shall vacation time be added to extend the final date of employment; however, the
university may agree to substitute paid leave for the notice period under certain
circumstances.
At the time of employment separation, vacation time earned and not used will be paid out in
an employee’s final paycheck or no later than the next regularly scheduled payroll. If an
employee has used more vacation time than he or she has earned when the employee’s
employment is terminated (for any reason), an adjustment for the overage will be made in the
final paycheck, as permitted by law. Employees covered under collective bargaining
agreements are subject to the vacation and resignation provisions specified in their
respective union agreements.
14.4 Retiring from the University
All full-time employees are eligible to retire from Temple University after 10 years of
continuous service, provided they are at least age 62.
There may be benefit implications for any employee or faculty member who chooses to
leave Temple University prior to reaching 62 years of age. In all cases, all retiring
employees and faculty members are advised to contact the Benefits Office in Human
Resources (215-926-2270) as soon as possible to discuss benefit implications from their
proposed retirement.
14.5 Non-Bargaining Unit Employee Dispute Resolution
Temple University strives to resolve complaints and disputes arising from employment with
the university whenever possible. Employees are strongly encouraged to avail themselves of
one or more of the following options:
o Discuss the problem with the supervisor.
o Discuss the problem with the unit manager or the next level supervisor.
o Consult with the Human Resources Department.
o Consult with the office of Institutional Diversity, Equity, Advocacy and Leadership
(IDEAL).
o Consult with the Office of Equal Opportunity Compliance
75
Supervisors/Managers should consult with the Human Resources Department or Office of
Equal Opportunity Compliance whenever the complaint or dispute involves a potential
violation of any Temple University policy.
Members of a bargaining unit should consult their collective bargaining agreements. The
decision to terminate an introductory/probationary employee is not subject to the dispute
resolution provisions in this section.
14.6 Reduction in Force
The determination that the university is required to reduce the workforce because of fiscal
conditions, programmatic changes or reorganization changes is a determination entirely
within the discretion of the university.
A non-bargaining unit employee who is released as a result of a reduction in force has no
immediate placement rights to be considered for employment opportunities.
Employees covered by collective bargaining agreements are subject to the provisions of the
appropriate agreement and should refer to their contract.
14.7 Severance
Temple University awards severance to full-time, regular, non-bargaining unit employees
whose employment is involuntarily terminated by Temple University due to job elimination
or reduction in workforce. Bargaining unit employees’ severance is governed by their
contracts. Employees discharged for poor performance or reasons other than layoff due to
lack of work are not eligible for severance payments under this policy.
Introductory/Probationary employees are not eligible for severance.
The following table sets forth guidelines for severance:
Years of Service
Weeks of Paid Severance
0-1
0
1-3
2
3-5
4
5-7
6
7-10
8
10-15
10
15-19
12
20-24
15
24-29
18
29+
21
14.8 Vacation Pay upon Termination
76
Employees who are terminated or employees who resign with proper notice shall be entitled
to receive pay for earned but unused vacation If an employee has used more vacation time
than he or she had earned when the employee’s employment is terminated (for any reason),
an adjustment for the overage will be made in the final paycheck, as permitted by law. (See
Section 8.5)
Employees covered under collective bargaining agreements are subject to the vacation
provisions specified in their respective union agreements.
The lump sum payment is made upon termination whether by resignation, retirement or
dismissal. Termination does not include transfer from one university department to another.
14.9 Exit Process
All employees leaving the university are required to participate in an exit process, which
may include:
o Reviewing the departing employee’s benefit coverage.
o Securing items, including but not limited to identification cards, equipment,
uniforms, keys, and parking decal.
o Updating forwarding address, telephone number, and email if applicable via
TUPortal.
The employee’s supervisor should contact the Human Resources Department to initiate the
exit process. All employees who voluntarily leave Temple University are encouraged to
complete an exit interview with the Human Resources Department. Employees should
contact the Human Resources Department to schedule this meeting as soon as they give
notice to their supervisor. Electronic exit interview forms can be found in the TU Portal. For
questions, contact Employee Relations at 215-926-2290.
14.10 References
The Human Resources Department is the only department authorized to provide official
references for current or former employees. Any request for a reference must be in writing
and directed to the Human Resources Department. Temple University will only provide
dates of employment, title, position/job duties and confirmation of salary via the Work
Number https://www.temple.edu/hr/departments/payroll/talx_dev.htm.
14.11 Credit Requests
Upon a written request from an employee, the Human Resources Department will complete
a credit request submitted by a financial institution or other authorized organization via the
Work Number https://www.temple.edu/hr/departments/payroll/talx_dev.
77
78
79
APPENDIX 1
Relevant Laws and Related Criminal Sanctions For Illegal Alcohol and Drug Use
In addition to university sanctions, any employee who violates applicable alcohol or drug
policies will be subject to criminal prosecution and penalties under applicable local, state,
and federal laws.
Alcohol
The Pennsylvania Liquor Control Board website explains alcohol and the law in the
state of Pennsylvania, programs and resources available, as well as provides
information for parents. Below are the applicable restrictions on alcohol in the state
of Pennsylvania.
1. The Pennsylvania Liquor Code, 47 Pa., C.S.A., 1-101 et seq., controls the
possession and sale of alcoholic beverages within the Commonwealth. The Code as
well as portions of the Pennsylvania Statutes pertaining to crimes and offenses
involving minors, 18 Pa., C.S.A. 6307 et seq., provides the following:
2. It is a summary offense for a person under the age of twenty-one to attempt to
purchase, consume, possess or knowingly and intentionally transport any liquor or
malt or brewed beverages. Penalty for a first offense is suspension of driving
privileges for 90 days, a fine up to $300 and imprisonment for up to 90 days; for a
second offense, suspension of driving privileges for one year, a fine up to $500, and
imprisonment for up to one year; for subsequent offense, suspension of driving
privileges for two years, a fine up to $500 and imprisonment for up to one year.
Multiple sentences involving suspension of driving privileges must be served
consecutively.
3. It is a crime intentionally and knowingly to sell or intentionally and knowingly to
furnish or to purchase with the intent to sell or furnish, any liquor or malt or brewed
beverages to any minor (under the age of twenty-one). “Furnish” means to supply,
give or provide to, or allow a minor to possess on premises or property owned or
controlled by the person charged. Penalty for a first violation is $1,000; $2,500 for
each subsequent violation; imprisonment for up to one year for any violation.
4. It is a crime for any person under twenty-one years of age to possess an
identification card falsely identifying that person as being twenty-one years of age or
older, or to obtain or attempt to obtain liquor or malt or brewed beverages by using a
false identification card. Penalties are stated in (2) above.
5. It is a crime intentionally, knowingly or recklessly to manufacture, make, alter,
sell or attempt to sell an identification card falsely representing the identity, birth
80
date, or age of another. Minimum fine is $1,000 for first violation; $2,500 for
subsequent violations; imprisonment for up to one year for any violation.
6. It is a crime to misrepresent one’s age knowingly and falsely to obtain liquor or
malt or brewed beverages. Penalties are as stated in (1) above.
7. It is a crime knowingly, willfully and falsely to represent that another is of legal
age to obtain liquor or malt or brewed beverages. Penalty is a minimum fine of $300
and imprisonment for up to one year.
8. It is a crime to hire, request or induce any minor to purchase liquor or malt or
beverages. Penalty is a minimum fine of $300 and imprisonment for up to one year.
9. Sales without a license or purchases from an unlicensed source of liquor or malt
or brewed beverages are prohibited.
10. It is unlawful to possess or transport liquor or alcohol within the Commonwealth
unless it has been purchased from a State Store or in accordance with Liquor Control
Board regulations. The University will cooperate with the appropriate law
enforcement authorities for violations of any of the above-mentioned laws by an
employee.
11. The use in any advertisement of alcoholic beverages of any subject matter,
language or slogan directed to minors to promote consumption of alcoholic
beverages is prohibited.
Drugs and Controlled Substances
1. The Controlled Substance, Drug, Device and Cosmetic Act, 35 Pa. C.S.A. 780-
101 et seq., sets up five schedules of controlled substances based on dangerousness
and medical uses. Penalties for first-time violators of the Act range from thirty days
imprisonment, $500 fine, or both for possession or distribution of a small amount of
marijuana or hashish, not for sale, to fifteen years or $250,000 or both for the
manufacture or delivery of a Schedule I or II narcotic. A person over eighteen years
of age who is convicted for violating The Controlled Substance, Drug, Device and
Cosmetic Act, shall be sentenced to a minimum of at least one-year total
confinement if the delivery or possession with intent to deliver of the controlled
substance was to a minor. If the offense is committed within 1,000 feet of the real
property on which a university is located, the person shall be sentenced to an
additional minimum sentence of at least two years total confinement.
2. The Pharmacy Act of 1961, 63 Pa. C.S.A. 390-8 makes it unlawful to procure or
attempt to procure drugs by fraud, deceit, misrepresentation or subterfuge or by
forgery or alteration of a prescription. The first offense is a misdemeanor, with a
maximum penalty of one year’s imprisonment, a $5,000 fine, or both.
81
3. The Vehicle Code, 75 PA, C.S.A. 3101 et seq., which was amended effective July
1, 1977, prohibits driving under the influence of alcohol or a controlled substance, or
both, if the driver thereby is rendered incapable of safe driving. A police officer is
empowered to arrest without a warrant any person whom he or she has probable
cause to believe has committed a violation, even though the officer may not have
been present when the violation was committed. A person so arrested is deemed to
have consented to a test of breath or blood for the purpose of determining alcoholic
content, and if a violation is found it carries the penalties of a misdemeanor of the
second degree, which includes imprisonment for a maximum of thirty days.
4. The Federal drug laws, The Controlled Substances Act, 21 U.S.C. 801 et seq., are
similar to the Pennsylvania Controlled Substance, Drug, Device, and Cosmetic Act,
but contain, for the most part, more severe penalties. Schedules of controlled
substance are established, and it is made unlawful knowingly or intentionally to
manufacture, distribute, dispense, or possess with intent to distribute or dispense a
controlled substance. If the quantity of controlled substance is large (e.g. 1,000 kg of
a mixture or substance containing marijuana), the maximum penalties are life
imprisonment, a $4,000,000 fine, or both. Lesser quantities of controlled substance
(e.g. 100 kg of a mixture or substance containing marijuana) result in maximum
penalties of life imprisonment, a $2,000,000 fine, or both. The distribution of small
amounts of marijuana for no remuneration or simple possession of a controlled
substance carries a maximum of one year’s imprisonment, a $5,000 fine, or both,
with the penalties for the second offense doubling. Probation without conviction is
possible for first offenders. Distribution to persons under the age of twenty-one by
persons eighteen or older carries double or triple penalties.
Double penalties also apply to the distribution or manufacture of a controlled
substance in or on or within 1,000 feet of the property of a school or college.
Health Risks
Health risks associated with the use of illicit drugs and abuse of alcohol are varied. Among
the many risks to the individual are brain damage, cirrhosis of the liver, cancer, ulcers, heart
ailments, impotence, fetal alcohol syndrome, depression, paranoia, memory loss, blackouts,
psychological and emotional problems, hypertension, eating disorders, loss of coordination,
poor vision, and gastrointestinal problems.
• Alcohol. Alcohol consumption causes a number of changes in behavior and
physiology. Statistics show that alcohol use is involved in a majority of violent
behaviors on college campuses, including acquaintance rape, vandalism, fights, and
incidents of drinking and driving. Continued abuse may lead to dependency, which
often causes permanent damage to vital organs and deterioration of a healthy
lifestyle. According to the National Institute on Alcohol Abuse and Alcoholism
binge drinking is defined as a pattern of alcohol consumption that brings the blood
alcohol concentration (BAC) level to 0.08% or more. This pattern of drinking
82
usually corresponds to 5 or more drinks on a single occasion for men or 4 or more
drinks on a single occasion for women, generally within about 2 hours.
• Narcotics. Drugs included in this classification include opium, morphine, codeine,
heroine, OxyContin, Percocet and other opium derivatives and synthetics. The first
or second administration of narcotics results in a tremendous euphoric feeling that
cannot be repeated due to the rapid development of tolerance to the drug.
• Amphetamines. Amphetamines can cause a rapid or irregular heartbeat, tremors,
loss of coordination, collapse, and death. Heavy users are prone to irrational acts.
• Cannabis (Marijuana, Hashish). The use of marijuana may impair or reduce short-
term memory and comprehension, alter sense of time, and reduce coordination and
energy level. Frequent users often have a lowered immune system and an increased
risk of lung cancer.
• Cocaine/Crack. The immediate effects of cocaine use include dilated pupils and
elevated blood pressure, heart rate, respiratory rate, and body temperature, followed
by depression. Crack, or freebase rock cocaine, is extremely addictive and can cause
delirium, hallucinations, blurred vision, severe chest pain, muscle spasms,
convulsions, and even death.
• Hallucinogens. Lysergic acid (LSD), mescaline, and psilocybin cause illusions and
hallucinations. The user may experience panic, confusion, suspicion, anxiety, and
loss of control. Delayed effects, or flashbacks, can occur even when use has ceased.
Phencyclidine (PCP) affects the area of the brain that controls the intellect and keeps
instincts in check. Because the drug blocks pain receptors, violent PCP episodes
may result in self-inflicted injuries.
• Heroin. Heroin is an opiate drug that causes the body to have diminished pain
reactions. Heroin is physically addictive and users develop a rapid tolerance to the
drug; the user must continue ingesting the drug to avoid withdrawal symptoms. This
and other opiate drugs (morphine, codeine, heroine, OxyContin, Percocet) are
respiratory depressants; use can be associated with coma and death.
Source: University of Pennsylvania, 2012.
83
Employee Acknowledgment Form
I hereby acknowledge that I have received and reviewed a copy of Temple University’s
Employee Manual. I have been advised that I must read the Employee Manual and abide by
its terms as a condition of continued employment and have agreed to do so. I further
understand that nothing in this Employee Manual constitutes a contract, express or implied
and that Temple University, in its sole discretion, may modify, alter, delete, suspend or
discontinue any part or parts of the policies in this manual at any time, with or without prior
notice to its employees. Unless otherwise specified, any such change to the Employee
Manual shall apply to existing as well as future employees. I understand that the Human
Resources Department is responsible for developing and implementing personnel policies.
Policies or procedures in this manual may change with approval of the appropriate university
officer. I also understand that I cannot rely on or otherwise interpret a statement or promise
by a supervisor, manager or department head as constituting a change in policy, nor will any
such statement or promise constitute an agreement between the university and an employee. I
understand that the official copy of the Employee Manual is found on the Human Resources
website at www.temple.edu and that it is my responsibility to review the most current
version of any policy on that website.
__________________________________________
EMPLOYEE NAME
______________________________________________
EMPLOYEE SIGNAURE
__________________________________________
EMPLOYEE ID NUMBER
__________________________________________
DATE