Selection and Employment

EMPLOYMENT AT WILL STATEMENT

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The Employee Handbook is issued by Fairleigh Dickinson University to inform employees what is expected of them and to explain how the University would like certain employment situations handled if they arise. Employment situations are by their very nature unpredictable, and the University does not intend by the Handbook to bind its hands in dealing with any future situation. Each of the provisions of this Handbook is subject to change with or without notice to employees, and the University may, if considers it necessary, to decline to follow any provision in the Handbook. Employees should not rely on any provisions of this Handbook for a guarantee of employment rights or for any procedural protection against discipline, including suspension or termination of employment.

Employees not covered by a collective bargaining agreement are employed at will and the employment relationship may be terminated at any time at the will of either the University or the employee. This means that under New Jersey and federal law, the University has the right to terminate employment whenever it so desires for any reason not unlawful or contrary to a collective bargaining agreement. The Faculty Handbook contains provisions relating to the terms and conditions of faculty employment.

HR handbook selection FULLCommitment to Equal Employment Opportunity

EQUAL EMPLOYMENT OPPORTUNITY POLICY

The University is an equal opportunity employer. It is our policy to grant equal employment opportunities to all qualified persons without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, protected veteran status, disability, or other categories that may become protected by federal, state, or local law. The University will provide equal opportunities in promotion, wages, benefits and all other privileges, terms and conditions of employment.

The EEO Officer is Maureen Curry, who is located in the Human Resources Department and can be reached at ext. 8478. Any complaint or other communication concerning possible discrimination should be made to her.

Personnel Records and Administration

Your official personnel file resides in the Human Resources Department. You may review the records in your personnel file during normal business hours by scheduling an appointment with a member of the human resources staff, unless otherwise required by law. You may have copies of all documents you have signed.

Employee information is confidential and will be used only for official University business.

Employment Verifications

Outside organizations often request information about employees. To protect the privacy of our employees, the only information released without written consent is date of hire and job title. The University does, however, respond to all questions requested by state and federal government agencies without the written consent of the employee.

Only the Human Resources Department is authorized to provide information of which University records are the source. All verifications and employment reference requests are to be referred to Human Resources.

Personal Data Changes

It is essential that we maintain accurate and up-to-date personnel files on each employee. It is your responsibility to notify the Human Resources Department immediately if you have a change in your:

  1. Legal name
  2. Home address
  3. Home telephone number
  4. Emergency contact
  5. Marital status
  6. Number of dependents
  7. W-4 exemptions
  8. Driving record/license
  9. Designation of Beneficiary
  10. Education level
  11. Training certificates
  12. Professional license
  13. Education level

Family status changes should be reported to the manager of employee benefits within 30 days of the qualifying event for applicable benefit modifications.

Introductory Period

The 90-day Introductory Period is for newly hired employees only (not transfers) and gives the manager the opportunity to assess an individual's skill level and the needs of the job. The supervisor should assess the employee's performance after 30 days from hire, 60 days and then 90 days before making a final determination on the employee's continued employment.  This period also gives the employee the opportunity to decide whether or not he or she wishes to continue in the job.

Employment Referrals

We encourage employees to refer individuals to the Human Resources Department to apply for posted positions. All referred applicants must, of course, compete in an open recruitment and hiring process and must meet the qualifications required by the job for which they are applying.

If both the employee and the referred applicant continue to be employed in a full time, regular position at the University one year from the first day of the applicant's employment, the employee who made the referral will receive a $50.00 check from FDU.

Conflict of Interest

While the University encourages employees to become involved in their community and civic affairs, these activities must not interfere in any way with the completion of their job duties. This is also true for employees who decide to accept extra work outside of their regularly scheduled work hours. If this occurs, employees will be asked to curtail their outside activities or employment or to resign from their University position. Employees who work for another educational institution must receive prior written permission from the supervisor.

Employment of Relatives

Applicants will not be hired and employees will not be promoted or transferred: (1) into the same department, administrative or academic unit, in which a relative is already employed or (2) into a position in which the direct supervisor of that department is a relative.

Pay Transparency Nondiscrimination Provision

The contractor (i.e. FDU) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.. 41 CFR 60-1.35(c)