Policies & Procedures
The Division of Human Resources has policies and procedures in place to create consistency in processes and decision-making and to help ensure compliance with legal and regulatory requirements.
Here is the University Policy Manual with some quick links below. Please note that severalof these policies and procedures are specific to GSE. For assistance with policy or practice issues or clarifications, please contact GSE HR.
- Advance Approval for Extramural Activity
- Domestic or Sexual Violence Leave Policy
- Family and Medical Leave (FMLA)
- Flexible Work Options
- GSE Equal Opportunity & Harassment Policies
- Hiring Process at Penn GSE (PennKey required)
- Introductory Period
- Principles of Responsible Conduct
- Policy 201.1 – Confidentiality of Records
- Policy 005 – Conflict of Interest
- Resignation Procedure
- Sexual Misconduct Policies
- Suspension of Normal Activities (University Closings)
- Workplace Accommodations for Employees with Disabilities (ADA)
- Worker’s Compensation & Workplace Injury
- Workplace Violence
UPDATE: Public Health Emergency Leave (PHEL) for Temporary Employees
The City of Philadelphia has passed a new Public Health Emergency Leave (PHEL) law beginning on March 9, 2022 through December 31, 2023. Temporary employees who are unable to work when they were scheduled to do so for one of the reasons related to COVID-19 listed below may use up to one week (40 hours) of paid PHEL for their absence.
- The employee needs to do any of the following for themselves or to care for a family member who is doing any of the following:
- Self-isolating due to a COVID-19 diagnosis or positive COVID-19 test;
- Self-isolating due to symptoms of COVID-19;
- Seeking or obtaining medical diagnosis, care or treatment while experiencing symptoms of an illness related to COVID-19; or
- Self-isolating based on a determination by a public official or public health authority having jurisdiction, a health care provider or an employer that the individual’s presence on the job or in the community would jeopardize the health of others because of the individual’s exposure to COVID-19, or because the individual is exhibiting symptoms that might jeopardize the health of others, regardless of whether the individual has been diagnosed with COVID-19
- The employee is caring for a child whose school or place of care for the child has been closed or whose childcare provider is unavailable due to COVID-19; and
- The employee is obtaining vaccination, including a booster, related to COVID-19 as well as recovering from any side effect related to such vaccination.
The amount of PHEL that is available to a temporary employee is intended to be consistent with the number of hours the employee regularly works during a one-week period. This PHEL time will be available to temporary employees for use through December 31, 2023. Accrued but unused PHEL time will not be paid out upon separation from employment.
PHEL time is in addition to sick time pursuant to the Temporary Staff on Penn's Payroll (Extra Persons) policy. Eligible temporary employees should follow the same process as they do when requesting sick time under the Philadelphia Sick Leave Ordinance. Instead of choosing sick leave in Workday, they will select PHEL Sick when requesting time off related to COVID-19. This time off will then be routed to their manager and/or timekeeper for approval.
Information about other COVID-19-related time off is available on the COVID-19 Sick Time and Leave Guidance page.
Employee Relations
GSE HR is here to help you navigate complex employee relations issues. Our services include coaching, counseling, mediations, and other helpful guidance to assist you through difficult and challenging situations.
If you would like to seek outside counsel to address employee relations concerns, you can access the following resources and departments:
