The staff handbook provides general information about Tulane’s employment practices, including the benefits provided to staff and conduct expected from staff members. This page reflects the latest updates to the staff handbook.
The HR Business Partners are a resource, supporting managers and employees with questions about employment-related matters. If you have questions or need additional information, please contact your designated HR Business Partner.
November 2024 Updates:
- Added the term "ancestry" to the following policies:
- Anti-Discrimination Statement (page 9)
- Harassment Policy (page 10)
- Referenced and hyperlinked the Essential Employee Policy in the following policies:
- Emergency Closure Policy (pages 50–52)
- Departmental Pay Practices (page 58)
- Updated the Health and Welfare Benefits list to include:
- Short-Term Disability Insurance (pages 58–59)
October 2024 Updates:
- The Staff Handbook has been updated to include the revised FMLA policy (pages 76–83)
September 2024 Updates:
- Equal Opportunity / Anti-Discrimination Policy (EEOC) – Updated on pages 10–11.
- Harassment Policy (Section C) – Four additional paragraphs have been added.
November 2021 Updates:
- All references to “he, him, his/she, her, hers” have been replaced with gender-neutral terms.
- Flexible Work Arrangements – page 21
The university has introduced a more robust and accessible hybrid work program for staff as an enhancement to the Flexible Work Arrangements policy. This policy now includes existing options such as Flextime, a Compressed Workweek, and Remote Work. These updates aim to provide staff with the flexibility to maximize their productivity while positioning Tulane as a competitive and attractive workplace. - Travel Policy – page 46
References to pay have been moved from the Compensation section for ease of access. - Emergency and Limited Closure – page 49
Previously titled "Emergency Closures," this policy has been updated to include situations that restrict access to university properties, such as sheltering in place for a storm, flooding, power outages, or icy roads. These situations may result in limited closures requiring remote work.- Employees required to work on-site or remotely will receive their regular rate of pay rather than a premium.
- Employees unable to work remotely will receive administrative pay for hours they cannot work, up to their regularly scheduled hours.
- Employees with scheduled vacation or sick leave may request cancellation of their time off, with supervisor approval, if required to work during the emergency closure.
- Emergency Closures for Extended Duration – page 50
The previous policy stated that premium pay would begin during the third week of an extended closure. This reference has been removed to allow for flexibility in determining premium pay duration based on the length of the closure.- The policy now includes employees within the School of Medicine and TUMG, who will receive their regular rate of pay plus premium pay of one time (1X) for all hours worked during extended closures, as requested.
- University Holidays and Winter Recess – page 68
Previously, designated non-exempt, benefits-eligible staff assigned to the School of Medicine and Tulane Medical Group were paid their regular rate of pay plus a premium of one-half times (1/2 X) for all hours worked during university holidays and winter recess.- The premium rate has been adjusted to the regular rate of pay plus a premium of one time (1X), as requested.
