Founded in Providence, RI in 1863, Bryant University is now situated on a 435-acre residential campus in Smithfield, Rhode Island. For a listing of “quick facts,” “accreditations,” and “memberships,” click here

At Bryant University, we are committed to providing a safe, respectful, and supportive campus that emphasizes belonging, values different perspectives, and is a place where all members of the community matter and can succeed.

Bryant’s community thrives on the unique life experiences that every individual brings to our campus. Bryant University empowers its community members to be curious, independent thinkers who embrace the challenge of understanding others—whether through ethnic, intellectual, physical, political, cultural, sexual, religious, or economic differences. This commitment to exploration and respect underscores the vital role that varied perspectives play in shaping a world-class institution.

Together, we uncover insights that foster greater understanding, compassion, and a more vibrant, interconnected world.

Bryant believes that the most successful institutions of higher education work hard at building community. This effort is guided by several principles that shape our shared experiences. The fostering of these principles helps our university educate and inspire students to discover their passion and become innovative leaders with character around the world. To enter Bryant University is to become a member of a community, which is both a privilege and an opportunity. Participation in and support of this community is a responsibility shared by all. The community search represents a process and a journey dedicated to helping students succeed. These guiding principles* are as follows:

• Bryant University is an educationally purposeful community – a place where faculty, staff, and students work together to strengthen teaching and learning on campus
• The campus is a place where high standards of civility are set, and violations are challenged. Bryant University is a community whose members speak and listen carefully to each other.
• Bryant University is a place where a person is valued and where a respectful and welcoming community is actively fostered.
• Bryant University clearly states both its academic and social expectations.  All must accept their obligations as citizens of the Bryant community and expect to be held accountable for their behavior as individuals and members of groups.
• The University is a caring community where the well-being of each member is supported and where service to others is encouraged
• Bryant finds opportunities to affirm both tradition and change.
• Orientation, Homecoming, Commencement, and other activities are examples of celebratory activities. Good traditions must be preserved, new ones established, and outdated ones extinguished.
• *Principles outlined in Ernest Boyer’s book Campus Life: In Search of Community form the basis for the Bryant Pledge. These principles represent the shared commitments of students and the institution’s staff and faculty toward a successful learning experience.

The Bryant University mission is to educate and inspire students to discover their passion, become innovative leaders with character, who will one day transform the world.

Bryant’s Mission Statement is a product of the institution’s community- wide strategic planning effort, which is an ongoing process; thus the mission will be subject to periodic review and revision as needed.

Benefits are available to full-time regular staff and faculty members who work 1000 hours or more per calendar year (1456 hours per year for disability insurance).

Important Notice Regarding Dependent Enrollment and Family Status Changes

Employees who enroll eligible dependent family members  (including, but not limited to, domestic partners) in University benefits are required to notify Human Resources within 30 days of any change in family status relevant to such individuals’ eligibility for continued coverage under University benefits, including (but not limited to): marriage, divorce, legal separation, birth or adoption of a child, death of a dependent, loss of dependent eligibility, or change in spouse or domestic partner’s employment status and associated eligibility for alternate coverage.

Failure to provide timely notification of such family status changes may result in disciplinary action and could require the employee to reimburse the University for any ineligible expenses incurred during the period of non-compliance. Moreover, by enrolling in coverage under university benefits and signing this Employee Handbook, employees (without limiting the University’s rights to seek recovery of such expenses through litigation) grant consent to the University to recover ineligible expenses from their wages and/or vacation time. It is the employee’s responsibility to ensure that all enrolled dependents remain eligible for coverage and to promptly report any changes that affect eligibility.

The following is intended to provide a brief overview of the benefit plans offered by the University. For additional information on each plan, employees may refer to the summary plan descriptions or access the HR information directory  https://info.bryant.edu/human-resources

Employees must complete the appropriate paperwork to enroll in each benefit, if applicable.

Under the Health Insurance Portability and Accountability Act (HIPAA) and under the Internal Revenue Code, which allows organizations to make deductions for certain employee benefits on a pre-tax basis, an employee may make changes to his or her benefits only because of a “qualified family status change.” The changes defined in the law are:

• If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance coverage of group health plan coverage, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing towards your or your dependents’ other coverage). However, you must request enrollment within “30 days” after you or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage).
• In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within “30 days” after the marriage, birth, adoption, or placement for adoption.

If a “qualified family status change” occurs, the employee may make changes, which are consistent with the event within "30 days.” Failure to make changes within the required time will result in the employee forfeiting the right to make the change until the next open enrollment period for that benefit.

In compliance with federal law, Bryant University offers optional continuation of health and dental insurance coverage to employees who are no longer eligible for coverage under these plans due to termination of employment (other than by reason of gross misconduct) or because of a reduction of hours. An option for continuation of health/dental insurance coverage for a dependent child is provided if, under the plan, the dependent would lose eligibility for coverage upon attaining a specified age, or for a spouse who is no longer eligible for coverage.

This law is designed to ensure that health insurance coverage continues to be available to employees after they leave their employment. The cost of this coverage, plus administrative charges, is paid in its entirety by the employee, spouse, or dependent child.

Bryant University presently offers Delta Dental U.S.A. coverage through Delta Dental of R.I. Eligibility begins on the first of the month following an employee’s date of hire. The employee’s contribution toward the cost of the plan(s) is published annually in a co-payment schedule. When permitted by law, dental insurance costs may be paid on a pre-tax basis through payroll deduction.

The Dependent Care Assistance Plan (DCAP) allows you to set aside a portion of your salary from each paycheck (up to a maximum of $7,500 per year) into a special account. This money is not taxed and may be used to reimburse you for dependent care expenses for children (daycare) or older dependents who are physically and/or mentally incapable of self-care. You must submit the appropriate supporting documents to receive reimbursement. Contributions must be made in consecutive months starting with your first paycheck of the year.

Bryant University extends medical and dental insurance, tuition remission, tuition exchange, and Employee Assistance Program benefits to spousal equivalents and same sex domestic partners of all benefits-eligible colleagues, subject to the eligibility requirements set forth by the insurance program providers. Specific requirements for medical coverage can be obtained through Blue Cross Blue Shield of Rhode Island at the employee’s time of enrollment. Specifics for enrollment in the dental plan can be obtained through the Human Resources Department. It is important to note that domestic partner benefits are taxable to the employee unless the domestic partner meets the IRS’s definition of a dependent.

The Employee Assistance Program (EAP) is a free and confidential service that an employee and/or member of the employee’s household may use at any time. The University presently retains C3 Wellbeing to administer the University’s Employee Assistance Program. Employees can use the EAP by calling 1-800-445-1195 or 401-732-9444 or logging on at  https://c3wellbeing.org/ (username is: Bryant University). The EAP is available to assist employees in resolving personal or emotional difficulties. Regardless of the problem or issue, the professional staff at C3 Wellbeing is not permitted, by law, to speak with an employer unless the employee requests such in writing. Employees are encouraged to take advantage of the EAP services provided through C3 Wellbeing.

• Child Care/Elder Care Services (Information through the EAP)   The University’s EAP provider, C3 Wellbeing provides employees with information and referral services for licensed child and elder care services. Representatives from C3 Wellbeing can be reached at 800-445-1195 or 401-732-9444.

The Executive Education and Career Accelerator provides a wide range of non-credit professional and business education programs. Individual courses, certificates, and certification preparation programs are designed to meet the needs of Bryant employees and the business community. It also provides training programs for individuals and companies, offering instructor-led on-campus, onsite corporate programs as well as online programs as part of our e-learning community.

Participation of a full-time employee in a job-related seminar or course is dependent upon approval by a supervisor and department head, and available funding in a vice president’s budget.

Employees are eligible for a discount on selected courses, excluding books. A listing of courses and schedules can be found on their website at https://accelerator.bryant.edu/.

Full-time, benefits-eligible, administrative employees seeking to participate in a doctoral or master’s degree program at other institutions are eligible to participate in the Fellowship Program. As part of this program, Bryant University will pay tuition and fees up to a maximum of $30,000 for a work-related master’s or doctoral program (at an accredited institution) that is not covered under Bryant’s tuition remission program.

Master’s Degree Program

 The following will apply:

• Applicants must have been an employee for at least two (2) years prior to application
• To be fully absolved of indebtedness, an approved employee will be required to work at Bryant University for a minimum of two (2) years following the receipt of their degree. If an approved employee leaves the employ of the University prior to that time, they will be responsible to reimburse Bryant University for the tuition and fees associated with the academic program based on the following scale:
  • 0 – 1 year following receipt of degree – 100%
  • >=1 but less than 2 – 50%
  • 2+ years of service – 0%
• Continued participation in the Fellowship Program will be contingent upon meeting the Program’s guidelines.  Participants will be reimbursed for courses upon presenting satisfactory evidence of a grade of C or better.
• For granted fellowships, it is anticipated that master’s programs will have a maximum of 4 years to complete.

Doctoral Degree Program

The following will apply:

• Applicants must have been an employee for at least five (5) years prior to application
• To be fully absolved of indebtedness, an approved employee will be required to work at Bryant University for a minimum of five (5) years following the receipt of their degree. If an approved employee leaves the employ of the University prior to that time, they will be responsible to reimburse Bryant University for the tuition and fees associated with the academic program based on the following scale:
  • 0 – 1 year following receipt of degree – 100%
  • >=1 but less than 2 – 80%
  • >=2 but less than 3 – 60%
  • >=3 but less than 4 – 40%
  • >=4 but less than 5 – 20%
  • 5+ years of service – 0%
• Continued participation in the Fellowship Program will be contingent upon meeting the Program’s guidelines. Participants will be reimbursed for courses upon presenting satisfactory evidence of a grade of C or better.
• For granted fellowships, it is anticipated that doctoral programs will have a maximum of 5 years to complete.

Procedure:

• Employees must complete an Administrative Fellowship Application Form (available from Human Resources), which will include the following:
  • How the degree will enhance their job performance.
  • How they will manage the balance of work and their academic program.
    • Any time for class attendance that would be during normally scheduled business hours must be approved in advance by the divisional vice president/provost on a semester basis
  • The expected duration of the program.
  • The names of expected institutions for the degree.
• Administrative Fellowship Applications must be submitted to the division Vice Presidents/Provost for initial review and recommendation by:
  • February 15th – Fall Start
  • August 15th – Spring Start
• Finalized Administrative Fellowship Applications will be submitted for consideration by the Fellowship Review Team (FRT), which shall consist of the Vice President for Human Resources and the appropriate Division Head. The FRT may request additional information and/or submit their recommendation to the President for their consideration and approval.
• Employees will be notified of acceptance into a Fellowship Program within 45 days of application.
• Consistent with IRS regulations relative to tuition assistance provided by an employer, the value of the fellowship benefit, totalling more than $5,250 annually, is considered a taxable employee benefit.
• No one can be given any assurance of graduate degree program assistance until the above process is completed, after they are employed.
• The degree-granting institution must be accredited and approved by the University prior to the final authorisation for fellowship. Such approval can be obtained in advance of acceptance into the program(s).
• This program is subject to modification and change on an annual basis based upon the institution’s financial ability to fund the program. However, once a fellowship is granted, the institution will pay for the full fellowship as long as the student is in good standing up to the maximum agreed upon.
• If the enrolled student does not complete the program within the allotted time frame outlined above but has received the fellowship, they will be required to pay back the money owed. Extenuating conditions that may have led to the individual’s inability to complete the program may be considered for extension or repayment waiver by the FRT.

Faculty members should refer to the collective bargaining agreement for information pertaining to the faculty fellowship program.

There are certain federal regulations governing Flexible Spending Accounts of which you should be aware. Once you make your spending account election for a calendar year, you cannot change it (unless you have a qualifying event). You are required to use all of the money in your account during the period of the plan year for which you enrolled, plus a 2½ month grace period. If you do not use all of the money in your account by the end of the grace period, the balance will be forfeited.

At no cost to the employee, Bryant University provides Group Life Insurance equal to two (2) times the employee’s annual salary, with coverage to age 70 to all benefits-eligible employees. The policy also provides for accidental death and dismemberment coverage.

The amount of life insurance provided is reduced by 33% when the employee attains age 70, 33% when the employee attains age 75, 33% when the employee attains age 80, 33% when the employee attains age 85, and 33% when the employee attains age 90. Life insurance terminates upon retirement.

A Health Savings Account (HSA) is a triple tax-advantaged account that allows you to save money that you can then use to pay for qualified Medical, Dental, and Vision expenses. This means that your contributions, interest accruals, and withdrawals are all made on a tax-free basis. The HSA is only available to employees who enroll in the High-Deductible Health Plan.  Money in the HSA can be used to pay expenses that are subject to the deductible under that plan, in addition to non-covered expenses. HSA funds roll over from year to year and, if you leave the University or retire, the account remains with you.

When an employee becomes disabled, long-term disability insurance provides 60% of an employee’s monthly base salary up to $14,000 (less Social Security, Rhode Island Temporary Disability and Worker’s Compensation payments, etc.), up to age 65. If applicable, the long-term disability insurance carrier may also make payments to the employee’s retirement fund. Employees who work over 1456 hours per calendar year are eligible to participate in this plan after one year of service. Participants contribute to the cost of the plan.

Maintaining your good health (and that of your family) is a primary concern not only for you, but also for the University. To address this concern, we are pleased to offer a health care benefits program with quality choices that allow you to select the best health care plan for you and your family. Bryant University’s health plans are considered to have a non-grandfathered status under the guidelines set forth by the Affordable Care Act (ACA).

Eligibility begins on the first of the month following an employee’s date of hire. The employee’s contribution toward the cost of the plan(s) is published annually in a co-payment schedule. When permitted by law, health insurance costs may be paid on a pre-tax basis through payroll deduction.

Important Notice Regarding Dependent Enrollment and Family Status Changes

Employees who enroll eligible dependent family members  (including, but not limited to, domestic partners) in University benefits are required to notify Human Resources within 30 days of any change in family status relevant to such individuals’ eligibility for continued coverage under University benefits, including (but not limited to): marriage, divorce, legal separation, birth or adoption of a child, death of a dependent, loss of dependent eligibility, or change in spouse or domestic partner’s employment status and associated eligibility for alternate coverage.

Failure to provide timely notification of such family status changes may result in disciplinary action and could require the employee to reimburse the University for any ineligible expenses incurred during the period of non-compliance. Moreover, by enrolling in coverage under University benefits and signing this Employee Handbook, employees (without limiting the University’s rights to seek recovery of such expenses through litigation) grant consent to the University to recover ineligible expenses from their wages and/or vacation time. It is the employee’s responsibility to ensure that all enrolled dependents remain eligible for coverage and to promptly report any changes that affect eligibility.

The Medical Reimbursement Plan (MRP) allows you to set aside a portion of your salary from each paycheck (up to a maximum of $3,400 annually) into a special account. This money is not taxed and may be used to reimburse you for the eligible out-of-pocket medical expenses you incur throughout the year. You must submit the appropriate claims and supporting documents to receive reimbursements. The MRP allows you to pay for certain health and dental expenses that are not covered by insurance such as co-payments, deductibles, orthodontia, eyewear and hearing devices.

Bryant Contributions to the Plan (Non-Elective Contributions)

Bryant University employees who are scheduled to work more than 1,000 hours in a calendar year are eligible to participate in the University’s 403(b) retirement plan. Eligibility for employer contributions begins after two full years of continuous service at Bryant. This waiting period may be waived if the employee has satisfied a comparable eligibility requirement at another higher education institution within the previous ten (10) years, subject to submission and approval of a waiver form.

Investment options are available through Teachers Insurance and Annuity Association (TIAA) and Fidelity Investments.

There is no contribution required of employees. The University’s current annual contribution is eight percent (8%) of the first $58,800 of an eligible employee’s base annual salary and twelve percent (12%) on the employee’s base annual salary that exceeds the breakpoint of $58,800, in a calendar year. The University reserves the right to adjust the breakpoint.

Employee Contributions (Elective Contributions)

Employees are eligible to make their own voluntary contributions to the University’s 403(b) retirement plan upon hire. Contributions may be made on a pre-tax basis or as Roth (after-tax) contributions, subject to annual limits established by the Internal Revenue Service

For additional information about the 403(b) plan, please refer to the plan Summary Plan Description.

Bryant University offers benefits-eligible employees the opportunity to participate in the Tuition Exchange scholarship program. Through this program, dependent children may be eligible to attend participating member institutions on an exchange basis. For this program, “dependent children” are defined according to IRS guidelines. Eligibility is limited to undergraduate programs and applies through the academic year in which the dependent turns 24. Please note that a one-year waiting period applies, and neither student eligibility nor scholarship availability is guaranteed.

For a list of participating schools, click here Tuition Exchange.

Bryant University presently offers vision care insurance through the Employer's Vision Trust. Eligibility begins on the first of the month following 30 days of employment. The employee’s cost of the plan is published annually. The premiums for this coverage are deducted from your paycheck on an after-tax basis.

Bryant University employees are covered by Workers’ Compensation insurance for work-related personal injuries or occupational illnesses arising out of, or in the course of, their employment. Every work-related illness or accident must promptly be reported to the employee’s supervisor and the Human Resources Department should be notified. An accident/injury report form must be completed and will be submitted by the Human Resources Department to the University’s Workers’ Compensation insurance carrier for processing of the claim. Workers’ Compensation insurance benefits include payment of medical and hospital-related bills and compensation for lost wages. Since Workers’ Compensation insurance does not cover the first three (3) days of any work-related injury/illness claim, an employee may use accrued sick time for those days.

Bryant University employee’s total compensation includes: 1) annual base salary; 2) merit awards, bonuses, and overloads; and 3) the value of the University’s employee benefits, such as health, dental, life, and long-term disability insurance, retirement plan contributions, and plans such as tuition remission, employee assistance, professional development opportunities, etc.

Bryant University encourages all employees to have their pay directly deposited. Direct deposits may be made into checking and/or savings accounts through any New England Automated Clearing House (NEACH) member bank. Contact Payroll@bryant.edu  for verification of a member bank.

Bryant University prohibits improper pay deductions from an employee’s salary. If an employee believes that an improper deduction has been made from their salary/wages, they should contact Payroll@bryant.edu immediately. The University will thoroughly review the pay discrepancy and immediately remedy the situation when appropriate.

Bryant University employees are paid according to the following schedule:

• Administrators/Faculty – Monthly
• Support Staff – Bi-weekly
• Public Safety/Service/Maintenance – Weekly

Exact pay dates are published annually.

The Bryant University Performance Management program has been designed to build and sustain a performance culture by:

• Engaging staff in Bryant’s mission, strategy, and goals and building commitment to the institution
• Aligning individual and group performance with Bryant’s expectations and needs, and reinforcing excellence
• Developing and enhancing skills and competencies required to support Bryant’s mission, strategy, and goals

This process provides opportunities for an employee and their supervisor to have in-depth, individualized discussions that formalize job performance expectations, document performance results, and offer an opportunity for joint development of performance objectives for the coming year.

All-time records (electronic or paper) must be regularly submitted to the Human Resources Department by the specified deadline. The Human Resources Department publishes payroll schedules annually. Paper time records, when submitted, should be completed in ink and signed by the employee and their supervisor. In order to meet a specified deadline, in the absence of the supervisor or employee, a photocopy of the time record may be submitted with the available person’s signature. The original time record should be submitted with both signatures prior to the release of the paycheck.

When the Human Resources Department receives a request for credit information from a bona fide agency, store, or bank, non-confidential information such as date of employment, position classification, and name of department will be released once the agency is positively identified. However, confidential information such as pay rate and projected earnings will not be released to any agency without specific written authorization from the employee. 

Employment classifications at Bryant are defined as:

• Regular: An employee who holds a position other than a temporary/contingent position
• Temporary/Contingent: An employee whose employment is contingent upon the continuation of a grant, appropriation award, time-specific contract, or agreement, or is conditioned by a special circumstance. Employment as temporary/contingent is designated at the time of the job offer.

Regular and Temporary/Contingent will be further defined in the following categories:

Full/Part-Time

• Full-time: A position that is budgeted for 1,000 or more regular work hours per year
• Part-time: A position that is budgeted for less than 1,000 regular work hours per year

Exempt/Non-Exempt

Exempt: In accordance with federal law, a position that is excluded or exempt from overtime compensation for time worked over 40 hours per week:

• Professional
• Administrative
• Faculty
• Executive

Non-Exempt: In accordance with federal law, a position that is compensated at time and one-half hours for hours worked over 40 hours per week:

• Service Employees
• Public Safety
• Support Staff

This policy applies to any individual who receives compensation from the University for services rendered. No spouse, parent, child, stepchild, sibling or in-law of a Bryant University employee may be hired to work in the same work shift of the department as the employee, work in a capacity where there would exist direct supervision or control, or work in any capacity where the University determines it would adversely impact on a rational business need. Questions regarding this policy should be directed to the Human Resources Department. 

All positions that become available on campus will be posted internally for a minimum of five (5) business days and may also be posted externally. Should a current employee accept a transfer to another position on campus, they are expected to give the equivalent of one pay period’s notice to their current department.

Generally, an employee who transfers under this policy shall not be eligible for a subsequent transfer for one (1) year following the transfer to another position.

Except as set forth below (under “Limited Exceptions”):

• Any Bryant non-student community member is strictly prohibited from engaging in romantic or sexual relationships or behavior with any currently enrolled Bryant University undergraduate student – even if both or all parties in the relationship believe the relationship is consensual.
• Bryant non-student community members are strictly prohibited from engaging in romantic or sexual relationships or behavior with currently enrolled graduate students when the non-student community member teaches, evaluates, supervises, advises, or has authority or power over the graduate student, or when he or she is likely to do so (or have such power or authority over the graduate student) in the future.

It is important for all of us working at the University to conduct ourselves in a manner that is fair to each other and to our common objectives.

Over the years, our success has been achieved only because our employees have recognized this requirement and have demonstrated their commitment through their good conduct and work performance. However, as is true with any group of people working together, there are situations when a specific policy or an obvious rule of common sense is broken. In these cases, the University will take appropriate action.

We believe each employee, student, and community member should be treated and respected as an individual. For this reason, employee conduct is approached in a flexible, case-by-case manner. Some infractions are more serious than others, and an employee’s length of service, work record, and prior conduct are all considered in determining the proper action to be taken.

It is our practice to use progressive counseling procedures. Of course, some serious incidents of misconduct may require immediate discharge from employment. Whenever appropriate, misconduct will be dealt with by counseling before termination of employment is considered.

As part of the University’s commitment to an inclusive campus community, the Bias Incident Committee has been developed to address incidents that occur on-campus or at Bryant-sponsored events. We urge all community members to promptly report any incidents that violate the standards that we as a community seek to uphold. For more information on bias incidents, visit the Bias Incident Committee page.

Bryant University recognizes the civic duty of an employee to serve on a jury or as a court witness. If an employee is absent from work because they have been summoned to serve on a jury or has been required by subpoena to appear as a work-related witness, they should provide Human Resources with the appropriate certification from the clerk of the court. The University will pay the employee’s regular straight time pay for the period of Jury/Witness duty. 

Employees working an alternative work schedule (nights, weekends, etc.) should contact their manager and the Human Resources Department to discuss their work schedule in coordination with their jury/witness duty requirement. 

Bryant University recognizes that employees may be employed outside of the University. Such employment is permitted as long as the outside employment does not:

• Coincide or conflict with the employee’s hours of work for the University;
• Conflict with the employee’s University job responsibilities;
• Cause an employee to arrive late for, or leave early from, any scheduled shift or work hours in the University job;
• Constitute a conflict with university interests;
• Occur on University property or utilize University resources

Employees engaged in outside employment activities are also bound by the requirements of Bryant’s non-solicitation policy, which prohibits employees from soliciting during their work hours and during the work hours of other employees, and from distributing literature or other materials during their work hours and during the work hours of other employees.

If an employee is unsure whether their outside employment is prohibited by this policy, the employee should, in the first instance, discuss the outside employment with their immediate supervisors.

Exceptions to this policy are only valid if approved in writing.

Compliance with this policy is the responsibility of the employee. When a supervisor has reason to believe an employees outside employment is a violation of this policy, the supervisor shall consult with the Human Resources Department.

Bryant University maintains personnel files for all employees. Any employee who wishes to view their personnel file must contact the Human Resources Department for an appointment.

Employees should notify the Human Resources Department in writing of any changes in name, address, marital status, dependents, telephone number, or beneficiaries. This will enable the Human Resources Department to maintain accurate records, thus allocating your proper pay, deductions, and benefits.

Bryant University is committed to providing a positive working and learning environment for all members of the community and encourages all staff members to treat each other with mutual respect. We do understand that employment-related issues may arise, and we intend to resolve such concerns as they are brought forward. The University’s problem resolution policy is designed to afford employees a method of resolution for issues concerning dissatisfaction with job-related issues, feelings of unfair or disparate treatment, or perceived violations of written policies or procedures of the University.

Employees are encouraged to first discuss the issue with their supervisor. If the supervisor is unavailable or if the employee believes it would be inappropriate to discuss the issue with him/her, the employee should discuss the issue with the next level of management or with a representative from Human Resources. If the employee is unable to reach a satisfactory resolution with their supervisor and/or next-level manager, the employee may bring the issue to their division’s Vice President and/or the Vice President and Chief Human Resources Officer.

The University will make every effort to resolve issues in a timely fashion and will strive to ensure consistent, fair, and equal treatment for all employee issues.

All employees may go directly to the Vice President and Chief Human Resources Officer for issues concerning potential discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, ethnicity, disability, veteran, or marital status.

Certain standards of performance and conduct must be maintained in any work group, e.g., businesslike behavior, observance of work hours, policies, procedures, satisfactory performance, etc. Generally, these performances and conduct standards are recognized and observed by individual members of the work group without any need for action by the supervisor. When an employee does not observe these standards, counseling or a verbal reminder by a supervisor normally results in the employee doing so in the future.

When an employee does not respond to a verbal reminder, more formal discipline may be necessary. What is appropriate discipline cannot be decided in advance or with precision.  No two cases are identical;

Therefore, the immediate supervisor must decide based on the circumstances in each case. Depending on the severity of the offense, disciplinary action may, among others, take the following forms: withholding salary/wage increases, verbal warning, written warning, demotion, suspension (with or without pay), or termination. Termination without prior warning, or suspension, may be justified for certain offenses as determined by the University.

When a full-time employee leaves the employment of Bryant University, they must return all University equipment to various offices (ID to DPS, keys to Facilities, library books to the library, computer equipment/mobile devices to IS, etc.) in order for clearance forms to be sent to the Human Resources office. An employee’s final paycheck will be released once the Human Resources Department has received all clearance forms. Supervisors are responsible for retrieving and returning equipment from part-time employees (including adjunct faculty). 

Questions regarding retirement plans or social security retirement benefits should be addressed to the Human Resources Department

Employees are expected to apply themselves to their assigned duties during the full schedule for which they are compensated. Employees are expected to abide by all University policies and are expected to meet established performance standards. Conditions or circumstances that prevent an employee from performing effectively or from completing assigned tasks should be reported to the employee’s supervisor.

Notice of intent to leave the employment of Bryant University should be submitted to the University in writing in the form of a resignation letter and should provide one pay period’s notice before termination of employment. Bryant University may choose, in its sole discretion, to make an employee’s resignation effective at any time from the date of notice of resignation to the employee’s termination date. Before their final day of work, an existing employee should contact the Human Resources Department to schedule an appointment to finalize exit paperwork. An employee’s termination date shall be their last day of actual work. Accrued and unused vacation time will be paid upon termination and may not be used to extend the termination date.

The University understands that there are times when an employee will have unanticipated absences. If it is necessary to be absent from work due to sickness or for any other personal reason, the employee must notify her/his supervisor before the start of her/his scheduled workday if possible, or as soon thereafter as possible. The Supervisor must also be contacted on each additional day of absence. The University has the right to require reasonable documentation for absences of more than three consecutive days or in cases where there is a clear pattern of unscheduled absences on a day immediately before or after a holiday, weekend, or scheduled vacation. Failure to notify your supervisor of an absence for three (3) consecutive days will be considered a voluntary resignation.

Bryant University requires all employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. The University is committed to compliance with the laws and regulations to which it is subject. The University’s internal controls and operating procedures are intended to detect and prevent or deter illegal or improper activities. However, even the best systems of controls cannot provide absolute safeguards against irregularity. The University has a responsibility to investigate and report to appropriate parties’ allegations of suspected illegal or improper activities, and to protect those employees who, in good faith, report these activities to the appropriate authority.

The University provides various mechanisms to assist and encourage employees to come forward with reports or concerns about suspected compliance issues. The University encourages this reporting of suspected wrongdoing on a timely basis.

Although the University encourages employees to report concerns to their immediate supervisor, there are times when an employee may feel it is necessary to report a concern of financial wrongdoing outside of the traditional reporting mechanism. The University has adopted a whistleblower policy for these instances. The whistleblower policy allows allegations to be made outside of the immediate area that the suspected employee is associated with and allows for a degree of confidentiality for the reporting person, if necessary.

The whistleblower policy governs only the reporting and investigation of suspected violations of law, external regulations, or University policy of a financial nature or misuse of university resources. Such violations may include, but are not limited to, misappropriation or misuse of university resources; bribery; forgery or alteration of documents; fraudulent financial reporting; and authorizing or receiving compensation for goods not received, services not performed, or hours not worked. The policy is not intended for, and may not be used for, personal or employment grievances, general compensation and benefits complaints, opinion on policy, etc.

Employees who have knowledge of or information about misconduct in university operations should report the misconduct to the Vice President and Chief Human Resources Officer. If the reporting person desires anonymity, the report should be in writing and delivered via regular mail, campus mail, or by hand, rather than via e-mail. Every attempt will be made to keep the whistleblower’s identity confidential, unless

• The person agrees to be identified;
• Identification is necessary to allow University or law enforcement officials to investigate or respond effectively to the report;
• Identification is required by law;
• or the person accused of violations is entitled to the information as a matter of legal rights in a disciplinary proceeding

Persons reporting misconduct should not attempt to investigate the matter independently, as doing so may compromise the integrity of an official

investigation and adversely impact both the reporting person and the University.

The Vice President and Chief Human Resources Officer will promptly and discreetly investigate any report of misconduct in university operations, in consultation with the President and Vice President(s). However, such consultation(s) may be limited if necessary to preserve the integrity of the investigation. In addition, the Vice President of Human Resources may seek the assistance of other University officials as appropriate. The Vice President will report the results of their investigation and any recommendations for appropriate corrective and/or disciplinary action to the University President. The President will consult with the appropriate senior administrators in the affected division before implementing corrective or disciplinary action. The imposition of discipline, if any, will be made in accordance with the University’s Employee Handbook, any applicable collective bargaining agreement (if the misconduct involves a union employee), and any other applicable University policies.

If the Vice President and Chief Human Resources Officer, or the University President, is the subject of a report of misconduct in university operations, the chair of the Audit Committee of the Board of Trustees will be advised of the situation and will appoint individuals to substitute for the Vice President or President in his or her investigative or decision-making role.

A confidential report will be made to the chair of the Audit Committee of the Board of Trustees at the conclusion of every investigation.

Employees should be aware that the filing of the statement acknowledges their understanding that an investigation may commence. Reports under this policy should be made as soon as possible, preferably within six months of the occurrence.

An employee who, in good faith, reports a suspected violation of law or University policy will be protected from retaliation under this policy. Good faith means that the person had reasonable grounds to believe that the reported allegations are substantially true. A person who intentionally makes a false report may be subject to disciplinary or other action. The failure of a report to result in a finding of misconduct is not alone evidence that the report was intentionally false.

In addition, employees are protected by The Rhode Island Whistleblower’s Protection Act – R.I. Gen Laws 28-50. Specifically:

• 28-50-3: Protection – An employer shall not discharge, threaten, or otherwise discriminate against an employee regarding the employee’s compensation, terms, conditions, location or privileges of employment (1) because the employee, or a person acting on behalf of the employee, reports or is about to report to a public body, verbally or in writing, a violation which the employee knows or reasonably believes has occurred or is about to occur, of a law or regulation or rule promulgated under the law of this state, a political subdivision of this state, or the United States, unless the employee knows or has reason to know that the report is false, or (2) because an employee is requested by a public body to participate in an investigation, hearing, or inquiry held by that public body, or a court action.
• 28-50-4: Relief and damages – (a) A person who alleges a violation of this chapter may bring a civil action for appropriate injunctive relief, or actual damages or both within (3) years after the occurrence of the alleged violation of this chapter (b) An action commenced pursuant to subsection (a) of this section may be brought in the superior court for the county where the alleged violation occurred, the county where the complainant resides or the county where the person against whom the civil complaint is filed resides or has their principal place of business. (c) As used in subsection (a), “damages” means damages for injury or loss caused by each violation of this chapter. (d) An employee shall show by clear and convincing evidence that he or she or a person acting on his or her behalf was about to report to a public body, verbally or in writing, a violation which the employee knew or reasonably believed had occurred or was about to occur of a law of this state, a political subdivision, or the United States.

The act provides for relief and damages for any adverse impact that may result from the violation of Chapter 28-50-3 as noted above.

Normal Hours

Regular office work hours are 8:30 am to 4:30 pm.

Summer Hours

During the summer months, office hours are 8:30 am to 4:30 pm Monday through Thursday and 8:30 am-12:00 pm on Fridays (these hours are subject to change from year to year).

Alternate Work Hours 8:30 am

Due to the 24-hour per day, 7-day per week nature of Bryant’s residential community, alternative work schedules may be utilized to operate the many departments of the University in accordance with the operational needs of the department to which an employee is assigned.

Overtime

Bryant University compensates all non-exempt staff members for hours worked in excess of 40 during the work week at one-and-a-half times their hourly rate. This follows federal and state law, or in accordance with applicable collective bargaining agreements. Overtime should only be worked when approved by the direct supervisor. All hours up to 40 will be considered regular hours.

Lunch Period and Rest Period

Under normal circumstances, employees are allowed one hour for lunch or a lunch period as defined within the employee’s collective bargaining agreement. The scheduling of this break is to be determined by the department head. Departments must have sufficient coverage during lunch breaks.

For most employees, a twenty-minute rest period or coffee break is permitted each morning, or in accordance with the applicable collective bargaining agreement, to provide employees an opportunity to pause and relax for a few minutes during the workday. The scheduling of this break is determined by the department head and cannot be used for early release or coming in after the normal starting time.

Activities during the lunch break and the rest period are a matter of individual choice, as long as a professional atmosphere is maintained, and such activities do not interfere with the rights of others or the policies of the University.

Flexible Work Arrangements

There may be times when it is in the best interests of both the employee and the University to arrange a flexible work schedule. The employee and his/her supervisor should discuss the feasibility of a flexible work schedule, document the arrangement, and seek approval from the divisional vice president. It may not be possible to accommodate flexible work arrangements in some departments or for some positions.

Remote Work Policy

• Scope: This policy applies to Bryant University (hereinafter the “university”). It applies to all regular full-time and part-time eligible staff of the university.
• Purpose:   The purpose of this policy is to allow employees to work at alternate work locations for all or part of their workweek, depending on business need. In many circumstances, remote work can improve productivity and job performance as well as promote administrative efficiencies (e.g., reducing office and parking space), reduce traffic congestion and transportation costs, support environmental sustainability, support continuity of operations plans, and sustain the recruitment and retention of a highly qualified workforce by enhancing work/life balance.
• Definitions:

      Alternate work locations: approved locations, other than the employee’s central workplace, where official university business is performed. The most common alternate work location is the home of an employee, subject to the approval described in this Policy.

     Central workplace: an employer’s place of work where employees are normally located.

     Remote Work Agreement: a work arrangement where the employee enters into a formal agreement with the university to perform his/her usual job duties in an alternate work location at least one day per week, or some other duration or period of time.

• Policy

Remote work is a voluntary work alternative that is appropriate for some employees and some jobs, but not all employees and all positions. No university employee is entitled to or guaranteed the opportunity to work remotely. Certain categories of positions, such as facilities and public safety positions, are, by necessity, ineligible for remote work. For positions eligible for remote work, whether a particular employee may be approved for remote work is a decision made on a case-by-case basis, taking into consideration operational needs, an evaluation of the likelihood of the employee succeeding in a remote work arrangement, and an evaluation of the supervisor’s ability to manage remote workers. Remote work arrangements most commonly are for partial remote work, for example, one day per week, and for a set amount of time (subject to change based on operational needs of the University). Some positions may be eligible for remote work only during semester breaks. For reasons relating to taxation and compliance, work location may also be a consideration in the granting or continuation of a remote work accommodation.

Remote work may also be considered on a case-by-case basis as a reasonable accommodation as provided under the Americans with Disabilities Act for qualified employees with disabilities.

Employees who are approved for remote work will be required to sign a remote work agreement with the university consistent with this Policy. There may be instances where employees who are not on an approved remote work arrangement have an unanticipated need to work remotely. Supervisors should use their judgment and discretion in approving these unanticipated situations on an exception basis.

Employees approved for a remote work agreement perform essentially the same work that they would in the central workplace in accordance with their same performance expectations and other agreed-upon terms. Remote work agreements may be established for a long-term or short-term period. An employee’s classification, compensation, and benefits will not change if the employee is approved for remote work.

The university may establish remote work as a condition of employment, based on the university’s business needs. In such cases, this requirement should be included when the position is advertised and in correspondence offering employment. In these cases, there will not be a waiting period prior to the implementation of remote work.

Eligible Positions and Employee Supervisors, in consultation with Human Resources, will analyze the nature of a position and how the work is performed and determine which positions are appropriate to designate or approve for teleworking. Several factors should be considered in determining the feasibility of remote work, including the university’s ability to supervise the employee adequately and whether any duties require the use of certain equipment or tools that cannot be replicated at home. Other critical considerations include whether:

• There is a need for face-to-face interaction and coordination of work with other employees
• In-person interaction with outside colleagues, clients, students, or customers is necessary
• The position in question requires the employee to have immediate or easy access to documents or other information located only in the workplace
• The remote work arrangement will impact service quality or university operations, or increase workload for other employees
• The position can be structured to be performed independently of others, with minimal need for support and little face-to-face interaction, and
• performance can be measured by quantitative or qualitative results- oriented standards, not time spent doing the job
• Typically, a position designated as remote work-eligible indicates that partial rather than full-time remote work is feasible
• If an employee in an eligible position requests approval for teleworking, the division head, in consultation with Human Resources, will determine whether the employee is eligible. Generally, the following conditions must be met to approve an employee for teleworking:
  • The employee has been in the position for at least 90 days;
  • The employee has no active disciplinary actions;
  • The employee has a demonstrated ability to work productively on his/her own and is self-motivated and flexible; and
  • The employee’s performance meets standards.
  • Supervisors must ensure that teleworking decisions are made for appropriate, non-discriminatory reasons. Vaccination status in and of itself is not a reason for granting a remote work arrangement.

Ineligible Categories of Positions: Human Resources, in consultation with the departments, has identified the categories of positions that are not eligible for remote work and the justification.

General Expectations and Conditions

• Compliance with Policies. Employees must agree to comply with university rules, policies, practices, and instructions and understand that violations of such may result in the revocation of the remote work arrangement and/or disciplinary action, up to and including termination. Employees who telework will be subject to the same policies as other employees, including policies relating to information security and data protection; see item 7 below.
• Hours of Work. The total number of hours that employees with remote work agreements are expected to work will not change, regardless of work location. The university also expects the same level of productivity from employees with remote work agreements as is expected from employees at the central workplace. Teleworking employees who are not exempt from the overtime requirements of the Fair Labor Standards Act will be required to record all hours worked in a manner designated by the university. Hours worked in excess of those specified in the remote work agreement require the advance approval of the supervisor. Teleworking is not intended to serve as a substitute for child or adult care. If children or adults in need of primary care are in the alternate work location during employees’ work hours, the expectation is that the individual engaged in remote work must be primarily and principally engaged in their work during their assigned working hours. An exception to this requirement may be granted in special or limited circumstances. Employees should check with Human Resources on available options. Please note, the Employee is still required to work their total hours for each work week in these circumstances, but the hours may be adjusted around child and/or elder care duties with advance permission from the Employee’s supervisor.
• Use of Leave. Employees cannot use remote work in place of sick leave, Family and Medical Leave, Workers’ Compensation leave, or other types of leave. However, the university may determine whether it is appropriate to offer remote work as an opportunity for partial or full return to work based on the university’s return-to-work policies following an injury or illness and the criteria normally applied to decisions regarding the approval of teleworking.
• Liability. The university assumes no responsibility for injuries occurring in the employee’s alternate work location outside the agreed-upon work hours or for injuries that occur during working hours but do not arise out of and in the course of employment. The university also assumes no liability for damages to employees’ real or personal property resulting from participation in the teleworking program. Workers’ compensation coverage is limited to designated work areas in employees’ homes or alternate work locations. Employees agree to practice the same safety habits they would use in the central workplace and to maintain safe conditions in their alternate work locations. Employees must follow normal procedures for reporting illness or injury.
• Equipment and Materials. Normally, the university will provide equipment and materials needed by employees to effectively perform their duties; however, the university will not duplicate resources between the central workplace and the alternate work location. Employees approved for remote work agreements may use university-owned equipment only for legitimate university purposes. Employees are responsible for protecting university-owned equipment from theft, damage, and unauthorized use. The university will maintain, service, and repair university-owned equipment used in the normal course of employment. The university will stipulate who is responsible for transporting and installing equipment, and for returning it to the central workplace for repairs or service. The remote work agreement may also permit employees to use their own equipment, provided the use of such equipment has been approved by the Vice President for Information Services or designee. When employees are authorized to use their own equipment, the university is not responsible for the cost, repair, or service of the employee’s personal equipment, unless otherwise expressly agreed to in advance in the remote work agreement.
• Costs of Remote Work. The university is not obligated to assume responsibility for operating costs, home maintenance, or other costs incurred by employees in the use of their homes as alternate work locations. The university may use appropriated funds for remote work costs if there is a significant business need, remote work is required for the position, and funding permits for: installation and basic telephone service in employee’s alternate work location; cell phones or personal digital assistants (PDAs) for business use; reimbursing employees for business-related long distance calls made from their personal telephones if no cell phones or PDAs are provided; or internet access and related services.
• University Information. Employees must safeguard university information used or accessed while teleworking, in accordance with the university’s Acceptable Use Policy and other applicable information technology policies. The university must grant permission according to university procedures for employees to work on restricted-access information or material, as defined by the university, at alternate work locations. Teleworking employees must agree to follow university-approved security procedures in order to ensure the confidentiality and security of data.
• Training for Managers and Supervisors. The university encourages the successful and appropriate use of remote work within the university and will make available training to supervisors and managers for effectively managing teleworking employees.

Remote Work Agreement: Teleworking must be documented as approved through a remote work agreement. The remote work agreement establishes the specific conditions that apply to employees working in alternate work locations. The remote work agreement must be approved by the employee’s supervisor, the head of the employee’s department, the division head, and Human Resources. The approved agreement is kept in the employee’s personnel file in the Human Resources office. A remote work agreement typically will be for six months, with a renewable term, but an agreement may be made for a shorter term. Renewal is not guaranteed; the remote work arrangement, employee performance, and other circumstances will be considered by the supervisor to determine whether to renew the agreement. Each department tracks the agreements and renews them as required.

• Exceptions to the Remote Work Agreement Requirement. It is an accepted practice for teaching and research faculty to carry out their work with varied schedules on campus and at alternate locations, and therefore, these scenarios fall outside of the scope of this policy. On occasion, a department may also determine that employees may need to work at an alternate work location for a short period of time to accommodate unusual circumstances, such as a brief office closing for renovations or relocation. In such cases, the formal remote work agreement is not required, but should be documented for department files by memorandum or email, specifying work expectations and duration.
• Emergencies and Other Unexpected Contingencies. In the event of an emergency, including but not limited to pandemics, fire, or other significant disruption to facilities or the physical operations of departments, supervisors are authorized to establish remote work arrangements with qualified employees for a limited duration with permission of the department head. Such arrangements are intended to allow for effective response to such disruptions and to maintain critical functions, operations, and services. These remote work arrangements are to be maintained only until normal operations can be restored at the central workplace.
• Modification or Termination of the Remote Work Agreement. The supervisor, in consultation with Human Resources, may modify or terminate the remote work agreement early (before the end of the specified term) for performance concerns, changing operational needs, or any other non- discriminatory or retaliatory reason. The employee may also terminate the remote work agreement at any time, unless it was a condition of employment. Any termination of a remote work arrangement typically will be made with at least two weeks’ advance notice.
• Enforcement; Complaints or Appeals  An employee who disagrees with a denial of a request for permission to enter a remote work agreement or any other action relating to this policy is encouraged to discuss the concern with his or her supervisor. If the discussion with the supervisor does not resolve the issue, an employee may appeal the matter to the Vice President for Human Resources.

Bryant University complies with the Americans with Disabilities Act (ADA) of 1990. The ADA prohibits discrimination against qualified individuals with disabilities based on an individual’s disability in, among other things, job application procedures, hiring, promotion, transfers, discharge, layoffs, training, compensation, and fringe benefits. Not only does Bryant comply with the ADA, but Bryant also considers this compliance to be a reaffirmation of the University’s long-standing nondiscrimination policy. To this end, Bryant bases all of its employment decisions on an employee’s qualifications to perform the essential functions of the job, with or without reasonable accommodation that does not impose an undue hardship on the University. 

Issues concerning the ADA and/or reasonable accommodations should be brought to the attention of the Vice President and Chief Human Resources Officer, ext. 6215. 

Bryant University is committed to maintaining a workplace that promotes equal opportunity, fairness, accessibility, and respect for all individuals. The University endeavors to apply its employment policies and practices in a manner that supports equitable access to opportunity and complies with all applicable federal, state, and local laws and regulations.

Bryant provides all applicants and employees with equal employment opportunity in all aspects of employment, including recruitment, hiring, promotion, transfer, discipline, compensation, benefits, training, and all other terms and conditions of employment. Employment decisions are made based on job-related qualifications, merit, and business needs, without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, ethnicity, disability, protected veteran status, marital status, or any other legally protected characteristic.

Consistent with its obligations, Bryant implements policies, practices, and programs designed to ensure equal opportunity for historically marginalized groups, individuals with disabilities, and protected veterans. The University maintains processes to support accessibility, reasonable accommodation, and full participation in employment opportunities.

Bryant is committed to making good-faith efforts to broaden access to employment opportunities and to support the recruitment, development, and advancement of qualified individuals across its workforce. The University seeks to foster an environment in which all employees are able to contribute fully and succeed.

Bryant intends to uphold both the letter and spirit of equal employment opportunity by ensuring that its relationships with prospective and current employees are open, fair, and free from discrimination and harassment.

Employee inquiries should be directed to the Vice President and Chief Human Resources Officer, ext. 6215. 

The complete policy information is available in Human Resources.

Bryant University provides pregnant and nursing employees with Mother’s Rooms located throughout the campus. Bryant University fully supports the practice of breastfeeding, accommodates the breastfeeding needs of employees, and provides a designated, award-winning lactation room for breastfeeding or the expression of milk for the employee’s child. Employee(s) are responsible for contacting Human Resources for obtaining information on planning and scheduling. 

Policy Statement:

Bryant University is committed to maintaining a working and learning environment that supports respect for the individual and for academic freedom, where all members of the community can work and learn in an atmosphere that is free from sexual or other types of harassment.

It is the policy of Bryant University that no member of the University community, including faculty, staff, students, volunteers, interns, third-party contractors, and visitors, may subject another to sexual or any other type of harassment. Harassment based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, ethnicity, disability, veteran or marital status undermines the basic principles of the Bryant community and will not be tolerated.

Harassment is defined as unwelcome verbal and/or physical conduct directed toward an individual or regarding an individual’s race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, ethnicity, disability, veteran or marital status that has the purpose or effect of:

• humiliating and/or intimidating an individual or
• impeding and/or interfering with work performance, academic status, or college life.

In particular, sexual harassment is defined as unwanted sexual advances, requests for sexual favors, and all other verbal or physical conduct of a sexual nature where:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic status; or
• submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual; or
• such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive environment in which to work or learn (situations that have the effect of substantially interfering with an individual’s professional or academic performance by creating an intimidating, hostile, humiliating, or offensive working or learning environment, even if no job or promotion loss results).

Bryant University considers harassment a very serious matter. Any person found to be engaging in harassment, including sexual harassment, or who aids and abets or incites such conduct, will be subject to disciplinary action, up to and including termination of employment. Further, any retaliation against an individual for filing a complaint or for cooperating in an investigation of such a complaint is similarly prohibited and will not be tolerated.

Examples of Sexual Harassment

Sexual harassment may occur regardless of the intention of the person engaging in the conduct. The following are some examples of conduct, which, if unwelcome, may constitute sexual harassment, depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:

• sexual advances – whether they involve physical touching or not;
• requests for sexual favors in exchange for actual or promised job or academic benefits such as favorable reviews, salary increases, promotions, grades, increased benefits, or continued employment;
• sexual jokes;
• use of sexual epithets, written or oral references to sexual conduct, gossip regarding one’s sex life, comments on an individual’s body, sexual activity, deficiencies, or prowess;
• displaying sexual objects, pictures, cartoons;
• leering, brushing against the body, sexual gestures, suggestive or insulting comments;
• inquiries into one’s sexual activities; and
• assault or coerced sexual acts

The U.S. Equal Employment Opportunity Commission (EEOC) has observed that hostile environment sexual harassment takes a variety of forms and that many factors affect this determination. The determination of a hostile environment is affected by:

• whether the conduct was verbal, physical, or both;
• how frequently the conduct was repeated;
• whether the conduct was hostile and patently offensive;
• whether the alleged harasser was a co-worker or supervisor;
• whether others joined in perpetrating the harassment; and
• whether the harassment was directed at more than one individual

Sexual harassment does not refer to behavior or occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome,  offensive, or fails to respect the rights of others. Conduct which may appear “voluntary” because a faculty or staff member or student does not seem to be forced to participate against his or her will is still sexual harassment as long as the victim makes it clear that the advances are unwelcome. Whether an isolated remark or act, or a course of conduct creates a sexually hostile work environment will depend upon the totality of the circumstances.

Reporting Procedures

Bryant University encourages the reporting of all perceived incidents of discrimination, harassment, or retaliation, regardless of the offender’s identity or position. To encourage employees to come forward, the University provides several channels of communication, information, and complaint resolution. A list of potential resources or contacts available at the University is provided at the conclusion of this policy.

Complaint/Reporting Process

Complaints involving an employee of the University must be reported immediately, either orally or in writing, to the Vice President and Chief Human Resources Officer for Human Resources (or their designee). If the complaint involves a faculty member, the complaint may be made to the Provost (or their designee). Complaints of sexually harassing or discriminatory behavior by students may be made to the Vice President for Student Affairs/Dean of Students (or their appointed designee). Procedures for handling a student complaint or grievance are covered by certain provisions within the Bryant University Student Handbook and are administered by the Vice President for Student Affairs/Dean of Students.

The Vice President and Chief Human Resources Officer (or their designee) will participate in the investigatory process with Student Affairs and/or Academic Affairs when a student alleges sexual harassment by faculty or staff, or when a faculty member alleges sexual harassment by faculty, staff, or a student. In any complaint situation where a student is involved, the Vice President for Student Affairs/Dean of Students (or their appointed designee) will participate in the investigatory process.

If a supervisor, manager or department chair of the University becomes aware that harassment or discrimination is occurring, either from personal observation or as a result of an individual coming forward, the supervisor, manager, or department chair should immediately report it to the Vice President and CHRO for Human Resources.

When a complaint is received, the University will investigate the allegation fairly and expeditiously. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. The investigation may include interviews with the person making the complaint, any witnesses, and the person(s) alleged to have engaged in the harassment. If it is determined that inappropriate conduct has occurred, the University will act promptly to eliminate that offending conduct and, where it is appropriate, the University also will impose disciplinary action. Appeals must be submitted in writing, detailing the specific reason(s) for the appeal.

The President (or their designee) will serve as the appeal authority. The President or their designee shall have the power to affirm, reverse, or modify the decision and/or the penalty imposed (but not increase), or to remand the matter to the University official imposing the sanction for further consideration. The decision of the appeal authority is final.

Harassment by Visitors

The University does not condone harassment by individuals visiting students or attending University functions or by any other visitor on the University campus. If anyone is subjected to harassment by visitors, he or she should call Public Safety, who will escort the visitors off campus and/or take other appropriate action. If visitors’ behavior is illegal (for example, disturbing the peace, vandalism, sexual assault, etc.), they are subject to arrest. All members of the community should make it clear to visitors that such behavior is not acceptable at Bryant University.

Harassment by Third Parties

The University does not condone harassment by third parties, including internship supervisors, donors, or consultants, with whom members of the Bryant community are dealing on or off campus in the course of their academic or employment responsibilities. If anyone is subject to harassment in these situations, they should report the offense to their supervisor or advisor as soon as possible in order that appropriate action can be taken.

Information, Counseling, and Advocacy

Anyone may seek advice, information, or counseling on any matter, including matters relating to harassment, without having to lodge a complaint.  Resources are listed under Information/Counseling Resources.

Bryant University's list of resources available to individuals who believe they have been subject to discrimination, harassment, or retaliation.

Information/Counseling Resources

Internal Contact List

• Vice President for Student Affairs/Dean of Students        232-6046
• Vice President and CHRO for Human Resources                              232-6215
• Provost                                                                             232-6060

External Filing Remedies

While it is Bryant’s goal to investigate and resolve harassment complaints internally, individuals who believe they have been subjected to sexual harassment may also file a formal complaint with either or both of the following government agencies:

Rhode Island Commission for Human Rights  

180 Westminster St. 3rd Floor

Providence, RI 02903

(401) 222-2661

United States Equal Employment Opportunity Commission (EEOC)

John F. Kennedy Federal Building

475 Government Center

Boston, MA 02203

(800) 669-4000

This policy applies to all faculty, staff, students, volunteers, visitors, interns, and third-party contractors.

Bryant University does not discriminate against any employee or applicant due to pregnancy, childbirth, or related medical conditions. Bryant University will reasonably accommodate an employee’s or applicant’s condition related to pregnancy, childbirth, or a related medical condition. Bryant University may provide pregnant employees with longer breaks, light duty, assistance with manual labor, a temporary transfer to a less strenuous or hazardous position, or a modified work schedule as a reasonable accommodation. Bryant University may also grant a leave of absence for a pregnant employee to recover from childbirth. Bryant University may refuse to grant a reasonable accommodation if the accommodation would pose an undue hardship on Bryant University. 

Issues concerning reasonable accommodations should be brought to the attention of the Vice President and Chief Human Resources Officer, ext. 6215, who will work, on a case-by-case basis, to make reasonable accommodations to eligible employees, provided that such accommodation does not pose an undue hardship on Bryant University. An individual who has a condition related to pregnancy, childbirth, or a related medical condition is required to self-identify that fact and provide Human Resources with documentation before a reasonable accommodation can be considered. 

Bryant University is committed to providing a safe working and learning environment that promotes respect for the individual and support for academic freedom, where all members of the Bryant community can work and learn in an atmosphere that is free from sexual discrimination, harassment, violence, power-based personal violence, and other forms of sexual misconduct.

To submit an incident report, click here: Bryant Incident Report

To view the University’s policy and procedures, click the links below.

• Title IX Sex Discrimination Policy
• Title IX Procedures

Employee get-togethers, i.e. office parties (birthday, holiday, etc.) are permitted after normal working hours.

In the event of serious illness and/or death in an employee’s immediate family (spouse, domestic partner/spousal equivalent, parent, child, step-child, adopted child, sister, brother, mother-in-law, father-in-law), Human Resources is the only department authorized to expend University funds for flowers or contributions to a selected charity.

Procedure: If an employee is out of work because of a serious illness or death in his or her immediate family, the supervisor is usually the first to know, having been informed by reason of employee accountability. At that time, the supervisor should ask the employee whether or not he or she would like the University community notified, and after assessing the sensitivity of the situation, determine the form of acknowledgement which should be sent by the University. Note: Because of requirements under the family leave policy, it is critical that supervisors notify Human Resources of any employee absence.

The supervisor then informs a Human Resources Department representative of the type of acknowledgement that should be forthcoming from the University community. The Human Resources Department responds accordingly. The President and other appropriate offices are then notified by a Human Resources Department representative.

The University has the right to access, at any time, any of its property, including, but not limited to, computers and hard copy files, e-mail, voice mail, desks, lockers, and other University property.

The telephone call gives an employee the opportunity to further good public relations for Bryant University. It is expected that all Bryant employees will be courteous to the individual contacted or contacting by telephone. Due to the heavy demands on university telephone facilities, personal calls should be kept to a minimum.

Bryant University makes Information Technology resources (e.g., the Internet, e-mail, etc.) available to faculty, staff, students, alumni, and related constituent groups for conducting activities in support of the mission of the University. These resources are a privilege, not a right, and electronic records of information created through their use are the property of Bryant University. Bryant reserves the right to monitor the operation of these resources, to access information and data contained therein, and to retain or dispose of those records as it deems necessary.

Acceptable uses include, but are not limited to, official University business, academic research, and academic discussion. Unacceptable uses include, but are not limited to, activities disrupting the effective operation of Bryant networks, operation and/or solicitation of non-Bryant commercial businesses, unauthorized copying and use of software and documentation, accessing internet sites or sending messages which could be construed as harassing, derogatory, inflammatory, or obscene, and activities interfering with an employee’s productive work time. Employees’ personal use of these resources is limited to incidental use that does not interfere with the employee’s productive work time and conforms with the policies set forth by the University.

Employees should refer to Information Technology Policy and Procedures at: https://is.bryant.edu/information-security

In the course of working at Bryant University, employees may have access to confidential information about the University, its students and/or parents, co-workers, or the public, including, but not limited to, information regarding student records, disciplinary matters, and development plans. As a matter of state and federal law and/or University policy, such information must be held in strict confidence and not divulged to people either within or outside the University community, to protect individual privacy and University business.

If it is important for someone in the University to know the details of a confidential matter, then it may be appropriate for an employee to share it or discuss it. An employee should always check with his/her supervisor for specific instructions regarding who should have access to privileged information and how it should be handled.

Employees who have access to student information should refer to the student handbook for the detailed University policy regarding the Family Educational Rights and Privacy Act (FERPA), a federal law that provides students’ rights of access to education records and imposes regulations on the University in the release and disclosure of education records to third parties.

The law provides copyright protection to software developers. Unauthorized copying or use of software or documentation is prohibited, against Bryant University policy, and can result in civil and criminal liability. Except as expressly provided for in the pertinent software license agreement, no individual is authorized to make copies of copyrighted material. Questions regarding licensing agreements should be directed to the Information Technology Department.

All new employees receive identification cards. Your ID card may be required when attending events and programs or when using various University services, including the library and the wellness center. The card remains the property of the University and must be returned upon termination of employment.

Bryant University provides electronic mail (email), voicemail, and Internet access for use by Bryant University employees primarily for University business. All email and voicemail messages or other communications sent internally or externally using University computers or communications systems are the property of Bryant University. Therefore, employees should not expect that any message transmitted using these systems is private.

As a tool provided by the University, any correspondence – either forwarded to a destination or retained locally on computer disks or tapes – shall be considered property of the University and subject to review, interception, access, and disclosure by management with or without notice, at any time during or after working hours. Electronic correspondence is subject to review at any time and for any reason. An employee shall not expect privacy with respect to e-mail or any other electronic communications and/or electronic files. We may, for example, need to review e-mail files for the purpose of conducting normal University business, troubleshooting computer problems, or determining whether an employee has failed to comply with important University policies.

In general, the creation of any correspondence – either internal or external – within an electronic mail application should be viewed as if the person were typing on University letterhead. Each email should be written with this in mind, i.e., the communication represents the employee, the department, and the University. Please remember that the use of email and electronic resources such as the Internet or the World Wide Web (“www”) is for business purposes and that the University reserves the right to access and review all information on the system at any time. People using the email system should understand that communications on the internal network are subject to viewing by the University and are not confidential.

It is a violation of Bryant University policy to send harassing or obscene messages (both written and graphic) through the email system. Fraudulent, vulgar, or obscene messages, or messages with derogatory or inflammatory remarks about an individual or group’s race, color, religion, sex, sexual preference or orientation, gender identity or expression, national origin, age, ethnicity, disability, physical attributes, veteran or marital status, are a direct violation of University, Federal, and State policy. Communications of these types will not be tolerated. All communications should be professional, and emails should be used in an effective, ethical, and lawful manner.

To maintain a healthy living, working, and learning environment, Bryant University prohibits smoking in any building on campus or in any University-owned/leased vehicle. This includes the use of all electronic means of smoking, including electronic cigarettes, vaporizers, and other similar products. This policy is designed in compliance with Chapter 23-20.10 of the Rhode Island General Laws entitled, “Public Health and Workplace Safety Act.

Whenever an employee uses social media, the employee must abide by this policy and other relevant University policies (i.e., anti-harassment, etc.). An employee may not post on any social media site any material or information that:

• Violates the privacy rights of another University employee or student;
• Intentionally or inadvertently discloses any University trade secret or confidential business information of the University;
• Constitutes the unauthorized use of trademarks, logos, and other branding symbols for commercial purposes;
• Displays maliciously false information about the University or any University employee or student;
• Displays any information that violates any other University policy;
• Displays any content that purports to represent the position, viewpoint, statements, opinions, or conclusions of the University, or of a University employee or student, without prior authorization to do so; or
• Violates any law, such as laws that prohibit defamation, harassment, discrimination, retaliation, and threats of workplace violence.

Bryant University is committed to maintaining a work environment that is healthy, safe, and secure for all colleagues. Employees struggling with substance abuse or addiction are encouraged to seek assistance through the Employee Assistance Program or through their medical insurance provider.

Bryant University prohibits the unlawful possession, use, or distribution of illicit substances by students and employees on its property or as part of its activities. Where there is evidence of a violation of the law, law enforcement officials will be contacted immediately.

All vehicles parked on campus must be registered with the Department of Public Safety, at which time a parking decal will be issued. Your automobile registration and a valid driver’s license are required to register the vehicle. The parking decal remains the property of the University and must be removed upon termination of employment.  Electronic charging stations are available on campus and are monitored through the Department of Public Safety.

Bryant University has maintained an excellent safety record over the years and depends on the cooperation of its employees to uphold it. It is each employee’s responsibility to avoid careless habits and indifference toward safety. Any employee who observes a potentially dangerous condition should report it to their department head who will see that it is corrected.

For more information, please refer to the University’s Emergency Procedures

The Student Right to Know and Campus Security Act (Public Law 101-542) was passed into law in 1990 and impacts all colleges and universities receiving financial assistance from the federal government. In 1998, the name was changed to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act). The Clery Act is a legislative effort to encourage colleges and universities to inform their campus communities of specific crimes occurring on their campuses.

Bryant University maintains an open communication policy by publishing crime and incident statistics in The Archway, the student newspaper. Crimes that pose an immediate threat to the community may be reported by such methods as leaflets, voice mail, electronic mail, public announcement messages, and personal contacts. Each October, the crime statistics for the three most current years are made available to the community. A copy of this report can be found here: Annual Security & Fire Safety Report

The Department of Public Safety (DPS) serves as the lost and found department at Bryant University. All articles found should be turned in to DPS. Inquiries about lost articles should be made to DPS, which is located in the John H Chafee Center. 

Every accident or injury, no matter how slight, must be reported to the department head immediately. All work-related accidents must be reported to the employee’s department head and Human Resources.

To assist with more serious accidents and emergencies, the services of the Bryant University Emergency Medical Technicians (EMTs) should be utilized. This group is composed of fully trained and equipped public safety personnel who are state licensed EMTs and who act as the first responder unit for ALL first aid related incidents on campus. The main objective of the EMT is to provide a prompt, efficient, and skilled first aid response to Bryant’s first aid needs.

The following procedure should be followed in ALL EMERGENCY FIRST AID situations:

• Contact the Department of Public Safety IMMEDIATELY at ext. 6911 (232-6911) and provide the officer with the location of the injured person and the type of injury or illness.
• The Public Safety officer will dispatch an EMT and a Public Safety unit to the scene where they will determine the next course of action.

This procedure is for EMERGENCY FIRST AID ONLY, such as sprains, dislocations, severe illness, bleeding, or respiratory or heart problems.

Bryant University expects all employees to maintain good attendance and to report on time. Excessive absences and tardiness hinder the effectiveness of a department and must be kept to a minimum. Excessive absences without good cause or repeated tardiness will result in disciplinary action.

Bryant University will grant up to a maximum of three (3) days with pay if there is a death of an employee’s family member. For the purposes of this benefit, “family member” is understood to include: 

• parents 
• stepparents 
• children 
• stepchildren 
• spouse 
• domestic partner or spousal equivalent 
• grandparents 
• grandchildren 
• mother-in-law 
• father-in-law 
• siblings 
• care recipient or another member of your household. 

With the consent of the University, an employee’s leave may be extended for an additional two days without pay. 

Employees may also take one (1) day with pay to attend the funeral of other close relatives. 

The University may close the campus due to inclement weather when it determines that conditions warrant appropriate closure. If the campus is closed, all non-essential staff ordinarily will not be required to work or will be dismissed early and will be compensated for their regularly scheduled hours for that day. 

Broadcasts covering any delay/cancellation will be announced on radio and television stations in Rhode Island and Southeastern Massachusetts (published annually by the Office of University Relations). As media outlets provide only limited information on the University’s schedule during periods of inclement weather, please call the Department of Public Safety Information Line at (401) 232-6002 or visit  http://emergency.bryant.edu for more detailed information. Morning announcements are posted by 6:30 a.m., and evening announcements are posted by 3 p.m. 

In the event of inclement weather during working hours, if a non-exempt employee elects to leave before an official closing of the University, they may use vacation time for those hours. 

The University provides days off with pay (Holidays/Presidential Days*) each calendar year. A schedule of these days is published annually and may include: 

* At the President’s discretion, additional paid days (“Presidential Days”) may be awarded. 

(Union employees should refer to their Collective Bargaining Agreement for a schedule of holidays/days off with pay.) 

When a specific department is required to remain open on a designated holiday, non-exempt employees required to work will have the option of receiving straight-time pay for hours worked plus their regular straight- time hourly holiday pay or they may schedule alternative time off (with supervisory approval) plus receive their regular straight-time pay for hours worked. Exempt employees required to work on a holiday should work with their department head to schedule an alternative day off. For both non- exempt and exempt staff, alternative days off should be scheduled as soon as possible after the holiday and must be taken within the same calendar year. 

Part-time support staff employees (except for students and temporary/contingent) will be paid regularly scheduled hours for holidays. 

Example: Normal work schedule is Tuesday, Thursday and Friday, five hours each day. If a holiday falls on Monday, the employee will not receive holiday pay. If the holiday falls on Friday, the employee will be paid five hours. 

Bryant University believes the well-being of employees is tied to a careful balance of work, personal, and family responsibilities. Therefore, the University strives to provide a work environment that enables employees to be supportive parents and family members, well-rounded individuals, and responsible, effective employees. 

The length of a leave of absence is determined by statute or by policy. Factors which may be considered in deciding whether or not to extend a leave beyond statutory entitlements or University policy could include support by an employee’s supervisor and divisional vice president, the needs of the employee’s department, the employee’s length of service and work record, the reason the leave is being requested, etc. 

The University will grant military leave in accordance with applicable federal and state laws. An employee who is a member of a reserve component of the armed forces of the United States shall be granted leave of absence during the time of their annual tour of duty as a member of such reserve component (maximum two weeks). In such a case, the employee shall receive the difference between their regular daily pay and remuneration received for military training during the same period. The employee is required to submit certification and remittance of their military pay voucher before obtaining the adjusted salary. During periods of military leave due to a National emergency, affected employees should contact the Human Resources Department with questions regarding benefits coverage. For additional information regarding the Uniformed Services Employment and Reemployment Rights Act (USERRA), visit: http://www.dol.gov/vets/programs/userra.

Bryant University provides all non-administrative employees with 1/2 personal day each year to be taken at the employee’s discretion, with supervisory approval. Personal days must be used within the calendar year. Unused personal days cannot be carried over into the next calendar year. 

Union employees should refer to their applicable collective bargaining agreements for policies governing personal day entitlements. 

*Public Safety and Support Staff employees may also earn 2 additional personal days if they use 3 or fewer sick days in a single calendar year, as outlined in the sick leave policy.

Bryant University has a Return to Work (RTW) Program designed to assist employees in returning to useful, productive work as soon as possible after a period of disability. The program works in coordination with federal and state laws including FMLA, RIPFMLA, ADA, Workers’ Compensation and TDI. The RTW efforts are designed to allow an employee to return to their job using their existing skills, including restrictions and/or limitations.

Upon notice of an employee’s disability, the operational needs of the department and the employee’s situation are reviewed to determine if a RTW plan is feasible. If it is determined that a RTW plan is appropriate, the RTW options will be reviewed and discussed with the employee by a Human Resources (HR) Department representative.

As part of the RTW process, the HR representative will request information from the employee’s doctor on any restrictions and/or limitations the employee may have in returning to work. Additionally, the employee’s manager is consulted and asked to identify short-term accommodations that can be made to an employee’s current job. As the projected end of the employee’s disability nears, both the employee and manager will develop a RTW plan given the restrictions and/or limitations provided by the physician. Generally, the RTW plan may be up to 30 days in length and may be extended based on operational needs.

The RTW plan is monitored weekly by the manager to ensure the employee is progressing according to schedule. If the manager feels that the employee’s recuperation is faster or slower than anticipated, the manager should contact the HR representative to determine whether the RTW plan needs adjustment. Additionally, an employee whose recovery is faster than expected should contact the HR representative to discuss their return to work.

Employees who have been released to go back to work without restrictions would not be eligible for the RTW program.

Sick leave is a benefit that is provided to prevent a financial loss to the employee who needs to take time out of work for any of the following reasons. 

Employees on an unpaid leave of absence for their own medical condition under FMLA are required to use their accrued sick leave while on leave. Sick leave cannot duplicate payments made under workers’ compensation. While on workers’ compensation, an employee may choose to have paid sick leave supplement insurance compensation where the insurance only provides partial replacement income of an employee’s salary or wages. 

The University recognizes that there may be times when an employee needs to be absent due to: 

• An employee’s mental or physical illness, injury, or health condition; an employee’s need for medical diagnosis, care, or treatment of a mental or physical injury, or health condition; and an employee’s need for preventative medical care 
• Care of a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; care of a family member who needs preventative care; 
• Closure of the employee’s place of business by order of a public official due to a public health emergency or an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency, or care for oneself or a family member when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or family member’s presence in the community may jeopardize the health of others because of their exposure to a communicable disease, whether or not the employee of the family member has actually contracted the communicable disease; or 
• Time off needed when the employee or a member of the employee’s family is a victim of domestic violence, sexual assault, or stalking. 

Employees may use up to 40 hours of their accrued annual sick leave for absences attributed to the conditions noted above. 

For the purposes of this section, “family member” is understood to include parents, stepparents, children, stepchildren, spouse, domestic partner or spousal equivalent, grandparents, grandchildren, mother-in-law, father-in-law, siblings, care recipient, or another member of your household. 

For childbirth-related leave, employees are required to utilize paid sick leave during any period they are certified as medically disabled, either before or after childbirth.  In addition, natural mothers may use up to five (5) days of their available paid sick leave to care for a newborn child once the mother is no longer certified as medically disabled. 

Spouses/partners of mothers of newborns may use up to five (5) days of their available paid sick leave to care for a newborn child, provided the leave is taken within five (5) days after the birth of the child. This is in addition to sick leave that may be used to care for the newborn’s mother during the period she is medically disabled. Note that if the spouse/partner is receiving temporary caregiver insurance benefits, the spouse/partner may choose to have paid sick leave run concurrently with insurance benefits or may choose to take sick leave in addition to time off under the temporary caregiver insurance program. 

The University also recognizes that there may be times when an employee needs to be absent due to the placement with that employee of a minor child for adoption, and to care for the newly adopted child. Employees who are the primary caregiver for a newly adopted child, and are eligible to receive benefits under the state temporary caregiver insurance program, may use up to five (5) days of available paid sick leave for this purpose., Employees receiving temporary caregiver insurance benefits may choose to have paid sick leave run concurrently with insurance benefits, or may choose to take sick leave in addition to time off under the temporary caregiver insurance program. Employees who are the primary caregiver for a newly adopted child who are not eligible to receive benefits under the state temporary caregiver insurance program may use up to thirty (30) days of available paid sick leave for this purpose, provided the leave is taken within thirty days before or after the placement of the adopted child. If both adoptive parents are employees of the University, the total number of paid sick days available to them under this policy shall not exceed thirty (30) days. 

The State of Rhode Island provides Temporary Disability Insurance (TDI) to eligible employees who are out of work due to illness or injury for seven (7) consecutive days. An employee may either complete an application form online at http://www.dlt.ri.gov/tdi or call the Rhode Island Department of Labor and Training at 401-462-8420. For additional information, visit: http://www.dlt.ri.gov/tdi/tdifaqs.htm.

Bryant University provides paid vacation time for all regular employees within the following employment categories: 

Full-Time Exempt, Non-Union Employees 

The University expects every exempt, non-union employee to take advantage of their earned vacation as an opportunity to rest and relax away from administrative duties. 

Vacation is computed and earned at the rate of 1 2/3 days per month (pro-rated for employees who work less than 2,080 hours per year). Since vacations are intended to provide rest and diversion from the regular work routine, payment in lieu of time off will not be granted. Regular holidays as published yearly by the University are not charged against vacation time. 

Beginning with the close of the fiscal year on June 30, 2026, and at the close of each fiscal year thereafter, any vacation balance above 1.0 times the annual allotment (160 hours) will be converted into personal time. 

Converted personal time: 

• Remains available for use with supervisory approval 
• Is not subject to an annual maximum or paid out at separation 
• Does not expire 

This adjustment ensures that employees at the accrual cap can continue earning vacation time each fiscal year, reducing the risk of losing valuable time off. 

The following positions are excluded from this benefit and fall under the Flex Time Policy: President, Cabinet members, Chief Officers (Non-Cabinet), Academic Deans and Associate Deans (COB, CAS, SHBS Director/Associate Director), Associate and Vice Provosts, Athletic Coaches, and Athletic Trainers. 

Flexible Time Policy (Flex Plan) provides designated employees with the flexibility to manage their time off without a fixed accrual system. 

The Flex Plan applies to the following positions: 

• President 
• Cabinet Members 
• Chief Officers (Non-Cabinet) 
• Academic Deans and Associate Deans (COB, CAS, SHBS Director/Associate Director) 
• Associate and Vice Provosts 
• Athletic Coaches 
• Athletic Trainers 

Under the Flex Plan: 

• There is no set number of vacation days per month or per year. 
• Employees are responsible for taking time off as needed and working as required, with supervisor approval. 
• Vacation time is not tracked in the payroll system; monthly timesheets for vacation usage are not required. This policy does not affect personal sick time or family sick time. These must continue to be reported in UKG. 
• New hires may take vacation immediately; there is no waiting period for accrual. 

Full-Time Non-Exempt, Non-Union Employees 

Vacation covers regular full-time employees and is pro-rated for employees who work less than 1,820 regular hours per year. It is a benefit, which accrues on regular time hours (not overtime) and may be taken only after it is earned. Payment in lieu of vacation will not be granted except if employment is terminated. Regular holidays as published yearly by the University are not charged against vacation time. 

Service/Maintenance and Public Safety Employees covered by a Collective Bargaining Agreement should refer to their applicable agreement for current vacation schedules. 

Part–Time Non–Exempt, Non-Union (except students and temporary employees) 

Part-time employees accrue a prorated share of the full-time vacation schedule. Maximum accumulation is one and one-half times the prorated allowance. 

• Less than 5 years of service: Hourly accrual of .038461x annual scheduled work hours. 
• 5 or more but less than 10 years of service: Hourly accrual of .057692 x annual scheduled work hours. 
• 10 years or more of service: Hourly accrual of .07692x annual scheduled work hours. 

Payment in lieu of vacation will not be granted except if employment is terminated. 

Illness or death occurrences during a vacation: If an employee is hospitalized during vacation, vacation time can be returned to the employee. If a member of the employee’s immediate family (as defined in the Bereavement section below) dies during the employee’s vacation, vacation time can be returned. Requests for return of vacation time must be submitted to Human Resources. Under no other circumstances can vacation time be returned. 

Accrued and unused vacation time will be paid upon termination of employment. However, vacation time may not be used to extend a terminating employee’s last day of employment. 

Bryant University provides accessible parking spaces for people with disabilities. By law, anyone using these spaces is required to have the appropriate permit, properly displayed. Those employees who do not qualify for a state-issued Accessible Parking permit, but who may require temporary assistance, should contact the Department of Public Safety (DPS) to discuss services that may be available to assist them.

Any unauthorized vehicle parked in an accessible space is subject to a citation and immediate towing at the expense of the driver/owner.

For additional parking rules and regulations, visit the DPS website at: http://dps.bryant.edu.

Employees enjoy free admission to selected athletic events. Contact the Athletics and Recreation Department for further details.

There are ATMs located in the Unistructure, Fisher Student Center and the Elizabeth and Malcom Chase Wellness and Athletic Center

Bryant University maintains a business casual dress standard for employees as the norm throughout the year. Employees are expected to use good judgment and dress appropriately for their roles and any business or campus needs. There may be occasions when more professional attire is required, and employees should dress accordingly.

During designated periods, such as non-academic sessions, employees may dress more casually on Fridays. During these times, jeans, Bryant (Bulldog) apparel, and sneakers are permitted. Outside of these designated periods, standard business casual expectations apply.

Business casual attire generally includes items such as:

• Slacks or equivalent casual business wear
• Shirts with collars, blouses, or sweaters
• Dresses or skirts of appropriate length
• Business casual footwear

Unacceptable business casual attire includes:

• Jeans, shorts, mini skirts
• Workout clothing/sweat suits
• Halter or cropped tank tops
• T-shirts (with or without slogans)
• Sneakers, athletic shoes, flip-flops

Employees should ensure their attire remains neat, appropriate, and consistent with a professional university environment at all times.

The services and facilities of the University library are available for use by all employees. Contact the Library at ext. 6125 for hours and services available.

As required by campus policy, it is essential that you register your vehicle with the Department of Public Safety (DPS) in order to prevent unnecessary and costly citations. It is important to observe “No Parking” and “Fire Zone” areas.

The University is not responsible for theft of, or damage to, personal property of employees and/or guests who are performing work on or off the campus.

General postal services are available to employees at the Post Office located on the second floor of the Unistructure. Call ext. 6244 for hours and services available.

All Bryant University employees are entitled to perform their work without being bothered or disturbed by solicitors. Accordingly, we have adopted the following solicitation and distribution rule:

Persons who are not employed by the University are prohibited from soliciting and from distributing literature or other materials, for any purpose and at any time, within the University’s buildings or anywhere on its property.

Employees are prohibited from soliciting during their work hours and during the work hours of other employees, and from distributing literature or other materials during their work hours and during the work hours of other employees. Employees are also prohibited from distributing literature or other materials at any time in the work areas of the University.

The Fisher Student Center is home to the University’s bookstore and other venues including, food service establishments and the information desk. Meetings rooms are also available. Contact the Fisher Student Center Operations Office at ext. 6117 for further information.

Bryant University is proud to host a safe, accepting, and state-of-the-art campus with amenities available to all faculty, and staff. 

Bryant ID: The University issued Bryant ID will be your key to exploring our state-of-the-art campus and facilities. A Bryant ID gives you unlimited access to the RIPTA bus, as well as, campus buildings, recreational centers, access to Library Resources and more!