Boston University has eight (8) personnel policies that, for the purposes of this manual, are categorized as Job-Related Policies. They govern hours of work, attendance, promotions and transfers, employee grievance process, and several other job-related matters. The policies are listed below and the specific provisions are presented in the individual policy statements.

201 Hours of Work
202 Attendance
203 Promotions and Transfers
204 Termination Notices
205 Reduction in Workforce
206 Employee Grievance Process
207 Length of Service
208 Health and Safety

201 HOURS OF WORK

201.1 Workweek

The regular workweek at Boston University may be thirty-five (35) hours, thirty-seven-and-one-half (37 1/2) hours, or forty (40) hours as established by the individual department. For the purpose of computing payroll, a workweek consists of seven (7) consecutive twenty-four (24) hour periods beginning at 12:01 a.m. on Monday and continuing through midnight the following Sunday.

During the employment process, applicants are informed of the number of hours in the regular workweek and anticipated variations caused by cyclical workloads in the hiring department. For exempt employees, the regular workweek represents the minimum hours that an employee is expected to work.

As part of their job responsibilities, exempt staff may be required to work at special University/departmental events including but not limited to Commencement ceremonies.

201.2 Meal Periods

Meal Periods are scheduled by supervisors to ensure proper staff coverage during the workday. For non-exempt employees, meal periods must be at least thirty (30) minutes long and employees must be completely relieved of all work duties during the period. Meal periods may not be scheduled during the first or last hours of a workday or combined with rest periods except with prior approval of the supervisor.

Meal periods for non-exempt employees are unpaid and not considered as time worked. However, if a non-exempt employee is required to work ten (10) or more hours on any given shift, the University will provide both a one-half (1/2) hour paid meal period and one (1) meal. The meal may be provided in kind or by giving the employee a reasonable cash meal allowance.

Boston University will not require an employee to work more than six (6) hours without an interval of at least thirty (30) minutes for a meal.

201.3 Rest Periods

Supervisors are expected to schedule non-exempt staff members for one (1) rest period of fifteen (15) minutes during each three-and-one-half (3 1/2) hour or four (4) hour period of work. Rest periods are paid time, counted as time worked and are non-cumulative. They may not be scheduled or taken during the first or last hours of a workday and may not be combined with meal periods except with prior approval of the supervisor.

201.4 Variations in Work Schedules

This policy provision applies to instances in which an individual's work schedule may be changed on either a temporary or ongoing basis. Such a change may result from workload variations in the employee's department or an employee's request for a change in work schedule for personal reasons. A change to an employee's work schedule must be authorized by the employee's Department Head.

Cyclical workload variations that require a Department Head to change work schedules at specific times of the year are communicated to job applicants during the departmental employment interview.

Employees whose work schedules must be changed on a temporary or ongoing basis for unanticipated reasons will be notified as far in advance as is practical under the conditions that resulted in the change. If an employee is unable or unwilling to make the change in work schedule, reasonable effort will be made to find the employee another position at Boston University.

Employees who desire a change in their work schedule for personal reasons must submit a written request to their supervisor. Supervisors are responsible for obtaining departmental approval of appropriate requests. Requests may be denied on the basis of departmental needs and other reasonable considerations. The departmental decision is communicated in writing to the employee.

Supervisors must notify the Office of Human Resources in writing of any approved change in work schedule.

201.5 Overtime

Non-exempt employees are compensated for hours worked in accordance with the provisions of the Fair Labor Standards Act. They are paid their regular hourly rate for all hours actually worked up to and including forty (40) hours during the workweek. They are also paid one-and-one-half (1-1/2) times their regular hourly rate for all hours actually worked in excess of forty (40) hours during the workweek. If an employee does not work on the day of an observed holiday but is paid for that day, his or her scheduled hours of work on the day of the observed holiday are counted as hours worked for the purpose of computing overtime payments. Paid Vacation, Sick, and Personal days are not counted as hours worked for the purpose of computing overtime.

As a condition of employment, employees are expected to work overtime as required by the operational needs of the University.

Overtime must be approved in advance by the employee's supervisor.

Exempt employees are not subject to the overtime provisions of the Fair Labor Standards Act. Exempt employees are not entitled to overtime pay.

201.6 Other Provisions

Supervisors are required by law to maintain complete and accurate records of the hours worked each day by the non-exempt employees they supervise. These records must be kept on file within the department for a minimum of seven (7) years. They are also responsible for ensuring that employees are properly compensated for all hours worked, including any overtime.

Supervisors must also maintain accurate attendance records for the exempt employees they supervise.

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202 ATTENDANCE

Employees are required to report for work at their scheduled times and places unless they are on a scheduled absence from work or an emergency situation causes an unscheduled absence or tardiness.

202.1 Absences from Work

Section 300 of this manual defines authorized absences from work. In part, it establishes the request and approval processes for scheduled absences and the notification requirements for approved unscheduled absences such as Sick Leave. For an unscheduled absence, employees are required to notify their immediate supervisor of the absence within one-half (1/2) hour of the start of the workday.

If an employee is absent from work for three (3) consecutive scheduled workdays and has not notified his or her supervisor of the unscheduled absence, the employee will be considered to have resigned voluntarily from the University.

202.2 Reporting for Work

Employees are expected to begin work on time and to return on time from meal and rest periods.

If an employee's arrival to work is to be delayed, the employee is expected to notify his or her immediate supervisor of the delay and the anticipated arrival time as soon as practicable.

202.3 Other Provisions

An employee whose attendance demonstrates either a consistent pattern of unscheduled absences (or tardiness) or excessive unscheduled absences (or tardiness) will be subject to disciplinary action.

Supervisors are responsible for maintaining complete and accurate employee attendance and tardiness records.

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203 PROMOTIONS AND TRANSFERS

Boston University encourages qualified employees to apply for open positions at Boston University that would advance their professional careers or broaden the scope of their work experience.

When an employee moves to another position at the University, the move is classified as either a promotion or a transfer. A promotion occurs when an employee moves to a position that is at a higher salary grade. A transfer occurs when an employee moves to a position that is at the same or lower salary grade.

203.1 Eligibility

Boston University employees who have successfully completed six (6) months of continuous service are eligible to apply for open positions. An employee who has worked in his/her current position for less than six (6) months may apply for open positions only with the written approval of his/her Department Head.

203.2 Special Provisions

Internal job applicants must apply for open positions through the Office of Human Resources and inform their supervisor of such action when an interview is scheduled with a hiring department (see Policy 102, Recruiting, Interviewing, and Hiring). Employees applying for non-exempt/hourly paid positions must submit a completed Promotion and Transfer Application to the Office of Human Resources. Employees applying for exempt positions must submit a recent résumé and letter of application to the Office of Human Resources.

A hiring department must obtain a written reference from the internal candidate's current supervisor before the Office of Human Resources may extend an offer of employment.

If a qualified internal candidate and one (1) or more external candidates are relatively equal with respect to their qualifications, hiring preference will be given to the internal candidate provided that such action is consistent with the University's commitment to affirmative action.

A hiring department is expected to establish the effective date for an internal promotion or transfer in consultation with the employee's current supervisor.

203.3 Salary Adjustments

Salary adjustments for promotions and transfers are made in accordance with the University's wage and salary guidelines. In general, an employee who is promoted to a position at a higher salary grade is eligible for a salary increase. An employee who transfers to a position at the same or lower salary grade is not eligible for a salary increase. When a transfer is to a position at a lower salary grade, the employee's salary rate may decrease.

203.4 Related Policy

102 Recruiting, Interviewing, and Hiring

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204 TERMINATION NOTICES

Since employment at Boston University is based upon mutual consent, either the employee or the employer is privileged to terminate employment at any time for any reason.

204.1 Employee Resignations

It is important for Boston University to have adequate advance knowledge of an employee's desire to terminate. An employee who decides to resign his or her employment with Boston University is required to notify his or her supervisor in writing of that decision and the effective date of that termination. All exempt employees are expected to provide notice at least one (1) month in advance of the effective date of the termination. All non-exempt employees are expected to provide notice at least two (2) weeks in advance of the effective date of the termination. The University may, at its sole discretion, accept or reject an employee's request to rescind or modify a letter of resignation.

204.2 Notification of Layoff

If it is necessary for Boston University to lay off an employee, the employee will be notified of the effective date of the layoff as far in advance as is practical under the prevailing circumstances. Such notice will normally be given at least one (1) month in advance of the effective date of the layoff.

204.3 Expiration of Grant and/or Contract Funded Position

Upon hire, Boston University employees whose positions are of limited duration (because they are funded from grants and/or contracts awarded to the University) are informed of that fact. Principal Investigators (grant or contract administrators) are responsible for informing employees of changes in funding that affect their employment at Boston University.

204.4 Related Considerations

Terminating employees are required to make arrangements to settle all outstanding University accounts prior to their last day of work. In addition, all terminating employees are required to return to the University all University property in their possession, including but not limited to their University identification card, University parking sticker, and all other University property (keys, books, tools, computers, computer software, etc.).

Employees who do not comply with the provisions of this policy jeopardize their good standing and may be subject to legal action by the University.

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205 REDUCTION IN WORKFORCE

In the event that it becomes necessary for Boston University to eliminate positions, the University will, whenever practical, eliminate open positions that result from employee turnover (attrition). Should the University find it necessary to reduce its workforce by eliminating filled positions, affected employees will be laid off in accordance with the provisions of this policy.

205.1 Notification of Layoff

If it is necessary for Boston University to lay off an employee, the employee will be notified of the effective date of the layoff as far in advance as is practical. Such notice will normally be given at least one (1) month in advance of the effective date of the layoff.

Employees are encouraged to use the notification period to explore other employment opportunities at Boston University. Special job placement assistance is provided by the Office of Human Resources to employees whose positions are designated for elimination.

205.2 Layoff and Recall

An employee who is designated for layoff and has not obtained another position at Boston University must choose between the following options prior to the layoff date: (a) layoff with the right to be recalled to the same job if it is reestablished within twelve (12) months of the date of layoff; and (b) severance with severance pay (if eligible) that completes the employee's separation from University employment. Employees who do not notify their Employee Relations Representative of the option they have selected by the required date will be presumed to have selected layoff.

An employee who has been laid off (retaining the above right to be recalled) may, if his or her position is reestablished during the twelve (12) month period, either return to the position or elect severance with severance pay. The selection of severance pay may affect the employee's eligibility for Unemployment Compensation.

An employee who has been laid off (retaining the right to be recalled) may elect severance with severance pay at any time during the twelve (12) month period provided that his or her position has not been reestablished.

205.3 Severance Pay

Employees whose positions have been eliminated and who have completed three months of continuous service are eligible for severance pay subject to 205.2 above. Severance pay is based on the employee's most recent date of hire and is pro-rated for a partial year. Severance pay is calculated at the rate of one (1) week's pay for each full year of continuous service at Boston University.

205.4 Related Provisions

Employees who have been notified of layoff may elect to continue their participation in the University's group health care plans for up to eighteen months (or a period as provided by law) from the date of layoff by arranging to pay 102 percent of the cost of the coverage. Employees must contact the Benefits Section of the Office of Human Resources to make arrangements for continuation of health plan coverage. (Please refer to the Faculty and Staff Benefits Handbook.)

If an employee is laid off by the University and re-employed within one (1) calendar year, the University will credit the employee with whatever Continuous Service the employee had accumulated on the date of layoff. Credit for Continuous Service will not be given for time spent on layoff.

Employees who resign prior to the effective date of layoff may not be eligible for the provisions of the Reduction in Workforce policy.

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206 EMPLOYEE GRIEVANCE PROCESS

This policy applies to all employees who are subject to the provisions of this manual. This policy does not apply to complaints alleging unlawful discrimination or harassment, including sexual harassment. Boston University prohibits discrimination and harassment on the basis of race, color, religion, sex, age, national origin, physical or mental disability, sexual orientation, marital status, parental status, or veteran status. Any employee who believes that he or she has been subjected to unlawful discrimination or harassment should refer to Complaint Procedures in Cases of Alleged Unlawful Discrimination or Harassment, section 206.6.

Boston University is a large and complex institution whose most important asset is its employees. As such, Boston University maintains essential lines of communication between employees and supervisors. It promotes prompt consideration of employee problems, misunderstandings, and complaints while providing sufficient time for fact-finding clarification. Through its employee grievance process, Boston University strives to ensure consistently fair and equal treatment of employee grievances.

206.1 Communications Between Supervisor and Employee (Step 1)

Boston University urges all employees to discuss openly and frankly their employment concerns, problems, or questions with their immediate supervisor. Supervisors are expected to foster and establish effective two-way communication with the employees they supervise. Effective communication between employees and their supervisors serves the best interests of both the employee and the University.

Most employment-related problems of an employee can be resolved through discussions between the supervisor and the employee. Therefore, supervisors are expected to provide employees with opportunities to fully and fairly discuss their problems. In resolving these problems, supervisors have to consider a variety of needs, including those of the University as a whole, the individual department, and the supervisor's own organizational area of responsibility. Under these considerations, there will be occasions when a supervisor cannot resolve a problem to the satisfaction of the employee. In such cases, the employee may appeal the matter to his or her Department Head. This would constitute the first of three (3) successively higher levels of administrative appeal that are available to employees under the following provisions.

206.2 Appeal to an Employee's Department Head (Step 2)

If an employee feels that the discussions with his or her supervisor have been inadequate or resulted in an unsatisfactory solution to the problem, the employee may initiate an appeal to his or her Department Head.

The employee begins the process by preparing a written statement that describes the problem, the supervisor's response to the problem, and the reason(s) for the employee's dissatisfaction with the supervisor's response. The written statement is sent by the employee to his or her Department Head with a copy to the supervisor and the appropriate Employee Relations Representative.

The employee's Department Head will promptly review the written statement and arrange a meeting with the employee to determine what action, if any, is advisable or required. Under normal conditions, the Department Head will make a decision and communicate that decision in writing to the employee within five (5) working days of the meeting.

Information regarding the appeal of the Step 2 decision may be obtained from the Employee Relations Representative in the Office of Human Resources.

206.3 Appeal to Academic Dean or Vice President (Step 3)

If the Department Head's decision does not resolve the problem to the satisfaction of the employee, the employee may appeal the matter to a higher level administrator within his or her organizational hierarchy. Employees in academic departments would appeal to the Dean of the School or College, while employees in administrative departments would appeal to an administrator (usually a Vice President) who is responsible for the unit in which their department is organizationally located.

This step in the University's grievance process requires the employee to prepare a written statement that describes the reason(s) for his or her dissatisfaction with the Department Head's decision. The statement is to include (as attachments) a copy of both the written statement that the employee previously sent to the Department Head and the Department Head's written response. The employee sends this material to the appropriate Dean or Vice President, with a copy to the Employee Relations Representative.

The Dean or Vice President to whom the appeal is sent will promptly review the written statement, investigate the issue, and arrange a meeting with the employee to determine what action, if any, is advisable or required. An employee may bring to this meeting a person of his or her choice to assist the employee in presenting his or her position. Under normal conditions, the Dean or Vice President will render a written decision to the employee within ten (10) working days of the meeting.

Information regarding the appeal of the Step 3 decision may be obtained from the Employee Relations Representative in the Office of Human Resources.

206.4 Appeal to a Review Board (Step 4)

If the decision of the Dean or Vice President does not resolve the problem to the satisfaction of the employee, the employee may choose to appeal the matter to a Review Board. The Review Board will consist of three (3) members of the University's administration, selected by the Provost or Executive Vice President. In addition, the Assistant Vice President for Human Resources and, when appropriate, the Director of Equal Opportunity are ex-officio members of the Review Board.

An employee initiates this step with a written request to the Assistant Vice President for Human Resources. The request should specify the reason(s) for the employee's dissatisfaction with the decision of the Dean or Vice President. It should include (as attachments) a copy of both the written statement that was previously sent to the Dean or Vice President and the written decision of the Dean or Vice President.

The Review Board will be established promptly, and arrangements will be made for the employee to meet with the board. The employee may bring to this meeting a person of his or her choice to assist the employee in expressing his or her position. The findings and recommendations of the Board will be subject to review by the President of the University. Under normal conditions, the written decision of the Board will be transmitted to the employee within ten (10) working days of the meeting.

The decision of the Review Board is final.

206.5 Related Provisions

The provisions of this policy are applicable to disputes involving the interpretation or application of Boston University personnel policies. The substantive provisions of the University's personnel policies are not subject to grievance under this grievance process policy.

Employees are paid at their base rate of pay for time spent actually participating in the grievance process proceedings held during their regularly scheduled work period.

All supervisory and non-supervisory employees are encouraged to contact their Employee Relations Representative if assistance is needed in resolving personnel problems. The Office of Human Resources will provide employees with information regarding the University's employee grievance process.

206.6 Complaint Procedures in Cases of Alleged Unlawful Discrimination or Harassment

Boston University prohibits discrimination on the basis of race, color, creed, religion, ethnic origin, age, sex, disability, sexual orientation or other unlawful basis. The goal of the procedures outlined below is to ensure that non-discrimination is a reality at Boston University and that no person in the University community is subjected to such unlawful conduct. All members of the University community can assist in the furtherance of this goal by ensuring that complaints of discrimination are promptly directed to the departments or individuals who have been designated to receive them, in accordance with these procedures.

Any employee, student or applicant for employment or admission, who believes that he or she has been subjected to any form of unlawful discrimination may make a complaint. Unlawful discrimination includes sexual harassment as well as harassment based on an individual's membership in any other legally protected category. Boston University will conduct a fair and impartial investigation of all such complaints, with due regard for the rights of all parties. Retaliation against any individual who has made a complaint of discrimination, or who has cooperated in the investigation of such a complaint, is unlawful and in violation of Boston University policy. The purpose of these procedures is to ensure that all complaints of discrimination are thoroughly and fairly investigated by authorized University officials who have the necessary expertise.

Any complaint of discrimination should be referred to one of the schools, departments, or individuals who are responsible for receiving or investigating such complaints. Any employee who receives a complaint but who is not specifically designated to formally handle such a complaint is responsible for directing the complainant or otherwise referring the complaint to the appropriate individual. All complaints, either verbal or written, must be referred to the appropriate office, as set forth below.

INITIATING A COMPLAINT

An employee, student or applicant for employment or admission who believes that unlawful discrimination has occurred may initiate a complaint either by meeting with the appropriate individual in one of the offices listed below, or by submitting a written complaint to that individual or office. The information provided in the complaint should be as specific as possible regarding the circumstances that precipitated the complaint. The complaint should include the dates and places of the incidents at issue, the individuals involved, the names of any witnesses, any efforts to resolve the matter informally and their results, and any other pertinent information.

OFFICES IN WHICH A COMPLAINT OF DISCRIMINATION MAY BE INITIATED

There are a variety of offices available to receive complaints from students, faculty, and staff who believe they have been subjected to unlawful discrimination.

Complaints by Students
Students may initiate a complaint by speaking to the designated individual in the Dean's Office of the student's School or College, by speaking to a representative in the Office of the Dean of Students, or by contacting the Office of Equal Opportunity.

Complaints by Members of the Faculty or Staff
Faculty or Staff may initiate a complaint by contacting the Office of Equal Opportunity, or by contacting the Office of Human Resources. Employees in academic units may also initiate a complaint with the designated individual in the Dean's Office. Employees covered by a collective bargaining agreement may have additional options under that agreement for addressing complaints.

Complaints from applicants for employment or admission, visitors, or other non-affiliated individuals may be initiated in the Office of Equal Opportunity.

Complaints from students, faculty or staff at off-site locations
Any individual at an off-site location, such as Tyngsboro, Washington, D.C., overseas programs, etc., may bring a complaint to any of the above offices as appropriate, or to the on-site Director of the program.

The address and phone number for each of these offices is listed at the end of this document. Names of the designated individuals in the Dean's Offices of the Schools and Colleges may be obtained from the Dean's Office or the Office of Equal Opportunity.

INVESTIGATION AND RESOLUTION OF COMPLAINTS

The individuals and offices available to receive complaints, noted above, were selected to give all members of the University community the opportunity to initiate a complaint in a place in which they will feel comfortable doing so. These individuals and offices have the responsibility, after speaking with the complainant and/or reviewing a written complaint, to ensure that the complaint is directed to the proper office or individual for investigation.

The University has designated specific offices and individuals to investigate complaints of unlawful discrimination. Depending upon whether the individual accused of engaging in discrimination is a student, a member of the faculty, or a member of the staff, the investigation will be conducted by the designated office or individual with the appropriate expertise and jurisdiction to do so. The offices and individuals responsible for investigating complaints of discrimination are set forth below. In any particular case, the Provost or the Executive Vice President may designate which office or individual will investigate a complaint. The University will ensure that no person who is the subject of a complaint will be assigned to investigate that complaint. The Office of Equal Opportunity, if it is not conducting the investigation, and/or the Office of the General Counsel will provide advice or assistance to the investigation process.

The investigation may involve meeting with the parties, interviewing witnesses, requesting written statements from the parties, informing the person whose actions are the subject of the complaint of the allegations and/or providing to that person a copy of the complainant's statement, and/or making any other appropriate inquiries. Before any adverse determination is made, the individual whose actions are the subject of the complaint will be informed as to the nature of the complaint, and will have the opportunity to respond.

The investigation should be completed promptly so that a decision can be rendered within 45 days of receipt of the complaint. If this is not possible, the complainant will be informed of the status of the investigation within 45 days.

A confidential record of all complaints, including their disposition, will be maintained by the investigating unit. The Office of Equal Opportunity will be informed of, and maintain a confidential record of, the nature of all complaints of discrimination investigated by other units, the names of complaining parties and respondents, and the final disposition of all complaints.

Complaints Against Students
The person who receives a complaint against a student will generally refer the matter for investigation to the Office of the Dean of Students, though if a School or College has an established internal process for investigation of complaints it receives against its students, the Dean of that School or College will decide if the complaint will be investigated in accordance with that process or by the Office of the Dean of Students. The investigating office will take any action that might be appropriate based on the results of the investigation, consistent with the applicable provisions in the Code of Student Responsibilities or the disciplinary procedures of the School or College.

Complaints Against Faculty Members
The person who receives a complaint against a member of the faculty will refer the matter to the Director of Equal Opportunity, who will inform the Dean of the faculty member's School or College. If the School or College has an established internal process for investigation of complaints against faculty, the Dean of that School or College will decide if the complaint will be investigated in accordance with that process or by the Director of Equal Opportunity in consultation with the Dean or the Dean's designee. If the complaint also involves academic matters such as grades, curriculum, etc, the investigator will ensure that those matters are addressed by the appropriate officials within the School or College. The Dean of the School or College will be informed of the findings of the investigation and will determine whether further action is appropriate. Any action involving faculty will be consistent with the procedures outlined in the Faculty Handbook.

Complaints Against Staff Members
The person who receives a complaint against a member of the staff will refer the matter for investigation to the Director of Equal Opportunity, who will inform the appropriate Dean or administrative head and the Office of Human Resources. The complaint will generally be investigated by the Director of Equal Opportunity. The Director of Equal Opportunity (or other designated investigator) will provide findings, in writing, to the Dean or administrative head, who will determine what action, if any, is appropriate. Action involving staff will be consistent with any applicable collective bargaining agreement and University policies.

CONFIDENTIALITY

Every reasonable effort will be made to protect the privacy and confidentiality of all parties during the investigation, consistent with and subject to the University's need to investigate the complaint and/or implement decisions made in order to resolve the complaint. It must be understood that in order to permit the University to carry out its obligation to investigate all complaints fairly, and to ensure that non-discrimination is a reality within the University community, no representative of the University is authorized to promise complete confidentiality to any person who possesses information relevant to the investigation of a complaint, including the complainant.

Any individual who requests confidentiality before disclosing a complaint must be informed that because any apparent violation of Boston University Policy must be addressed, complete confidentiality may not be possible. An individual who insists on confidentiality as a condition of disclosing a complaint may be advised of the opportunity to consult with one of the University's medical or mental health professionals, with whom such matters may be discussed in confidence. However, consulting with these professionals does not constitute the initiation of a complaint. Medical and mental health professionals are not representatives of the University for this purpose and are not authorized to investigate or respond to complaints of discrimination.

APPEALS

In the event that the complainant believes that the resolution of the complaint has not rectified the situation, an appeal may be made. The appeal should be filed with the Director of Equal Opportunity. In the case of complaints against students and staff members, the Director of Equal Opportunity will direct the appeal to the appropriate officer of the University for review and disposition. In the case of complaints against faculty, the Director of Equal Opportunity will consult with either the Dean of the School or College in which the faculty member is appointed (if the Dean did not make the decision being appealed) or the Provost to determine the appropriate officer of the University to whom the appeal should be directed.

An individual whose action(s) are the subject of a complaint may appeal adverse action taken as a result of the complaint. Students disciplined under the Code of Student Responsibilities should follow the appeal procedures outlined in that document. Faculty members should follow the procedures in the Faculty Handbook. Other employees should follow the grievance procedures outlined in the Personnel Policy Manual, or their collective bargaining agreement, whichever is appropriate.

These procedures shall constitute the grievance procedure mandated by the regulations implementing Title IX of the Education Amendments of 1972, and, for employees, the grievance procedure mandated by the regulations implementing Section 504 of the Rehabilitation Act of 1973. The procedure for student grievances under Section 504 is set forth in the Student Grievance Procedure In Cases of Alleged Disability Discrimination. The University's Director of Equal Opportunity, 25 Buick Street, 2nd floor, tel. 617-353-9286, is the designated coordinator for complaints arising under Title IX of the Education Amendments of 1972 and Title VI of the Civil Rights Act. The Director of Disability Services, tel. 617-353-3658, is the designated compliance officer for complaints arising under Section 504 of the Rehabilitation Act of 1973.

Questions about the University's Complaint Procedures in Cases of Alleged Unlawful Discrimination or Harassment may be addressed to the Office of Equal Opportunity.

Exceptions to these procedures may be granted by the President, Provost, Executive Vice President, Medical Campus Provost, or the General Counsel.

Offices where complaints may be initiated:

Office of Equal Opportunity
25 Buick St., Boston, MA 02215
(617) 353-9286

Office of the Dean in the individual's School or College

Office of the Dean of Students
775 Commonwealth Ave., Boston, MA 02215
(617) 353-4126

Office of Human Resources, Charles River Campus
Employee Relations Representatives
25 Buick St., Boston, MA 02215
(617) 353-4044

Office of Human Resources, Medical Campus
Director of Personnel
Location: 560 Harrison Ave., Boston, MA
Mailing Address: 715 Albany St., 560, Boston, MA 02118
(617) 638-4610

June 2006

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207 LENGTH OF SERVICE

The Office of Human Resources is responsible for determining the length of an employee's Continuous Service with Boston University and the length of his or her Total Service with the University or its affiliates. Continuous Service is based on the employee's most recent date of hire, while Total Service includes prior service as a regular full-time or regular part-time employee with the University. Continuous Service and Total Service are both measured in terms of months of service with the University.

207.1 Continuous Service

Continuous Service represents the number of months of service that an employee has completed since his or her most recent date of hire. It is the service criterion that applies to all policies except Service Recognition Awards.

Continuous Service with Boston University is not interrupted by an approved Leave of Absence. If an employee is laid off by the University and re-employed within one (1) calendar year, the University will credit the employee with whatever Continuous Service the employee had accumulated as of the date of layoff. Credit for Continuous Service will not be given for time spent on layoff.

Continuous Service with Boston University is interrupted by voluntary or involuntary terminations. However, an employee who voluntarily terminates employment with the University and is re-employed within one (1) calendar month may, with approval of the Office of Human Resources, be reinstated without interruption in his or her Continuous Service.

207.2 Total Service

Total Service represents the number of months of service that an employee has completed as a regular full-time or regular part-time employee with Boston University irrespective of service interruptions. It is used solely to determine eligibility for Service Recognition Awards.

207.3 Related Considerations

The Employee's official personnel record maintained by the Office of Human Resources is the source of the data used by the Office of Human Resources to perform length of service calculations.

Other service criteria may be used in the administration of Boston University's employee benefit plans. Employees should refer to the Faculty and Staff Benefits Handbook for the applicable length of service requirements and other eligibility requirements.

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208 HEALTH AND SAFETY

Boston University endeavors to provide a safe and healthful environment for its employees, students, visitors, and other personnel while on University premises.

208.1 General Responsibilities

Supervisors are responsible for establishing procedures, practices, and programs that minimize the risk of personal injury to the employees that they supervise, as well as students, visitors, and other personnel who use University facilities and/or equipment under their control or jurisdiction. Supervisors are also expected to report immediately any potentially unsafe or hazardous condition to the Office of Environmental Health and Safety.

Employees are required to follow the procedures and practices that have been established for their safety and the safety of others. This includes but is not limited to the use of safety and environmental protection devices when required and adherence to procedures outlined in the Boston University Safety Emergency Instructions. Employees are expected to report immediately any potentially unsafe or hazardous condition to their supervisor.

208.2 Injury Sustained in the Course of Employment

Supervisors of employees injured in the course of employment are required to report immediately each such occurrence to the Office of Human Resources.

The Office of Human Resources will provide the supervisor with the forms that must be completed, reviewed, and returned to the Office of Human Resources for processing.

The Office of Risk Management will review and monitor all reports of work-related injuries and will be responsible for obtaining any required medical documentation.

Employees who are injured in the course of employment and who are absent from work for such reasons are subject to and paid in accordance with the provisions of the Massachusetts Workers' Compensation Law. Employee absence during statutory waiting periods for Workers' Compensation may be charged to an employee's accrued Sick Leave. Employees will be paid under the Massachusetts Workers' Compensation Law for absences that occur after the statutory waiting periods have been satisfied. Employees may elect to use accrued Sick Leave to supplement their weekly Workers' Compensation benefits to the extent that the employee's total compensation does not exceed his or her regular pay (see Policy 302, Sick Leave).

Employees who are injured in the course of employment must be evaluated at the University's Occupational Health Center, located at 930 Commonwealth Avenue for employees at the Charles River Campus, or at 715 Albany Street for employees at the Medical Campus. If the injury requires emergency treatment at a hospital, or if the injury occurs when the Occupational Health Center is closed, the employee must call the center within twenty-four (24) hours to schedule an appointment at the center.

Employees who witness a personal injury or an accident on University premises or at a University activity are expected to report promptly the incident to the Office of Human Resources. Employees who receive any form of communication, correspondence, or inquiry from any source concerning an observed injury or accident are expected to notify immediately the Office of Human Resources. Employees should not provide any oral or written statements or reports concerning an observed injury or accident to any attorney, investigator, or other party without first contacting the Office of Human Resources.

208.3 Returning to Work Following a Work-Related Injury

Employees who are injured on the job may be provided with temporary job modifications to allow them to resume employment. The job modifications must be based on medical restrictions that are directly attributable to the injury. Most job modifications will be temporary in nature and can be made within the employee's own department.

Each request for a job modification will be handled on its own merits. Any modifications made will be monitored periodically with the goal of assisting the employee to resume his or her regular assignment as soon as medically possible.

208.4 Security and Crime Prevention

Personal safety and physical security are the shared responsibilities of every employee at Boston University. All supervisors and employees should be alert to security procedures, such as the care and custody of keys, the placement of valuables in areas where they could easily be stolen, the use of alarm systems, and the reporting of suspicious persons and activities. Employees should not approach suspicious persons; rather they should report all suspicious persons and incidents as soon as possible to the Boston University Police Department at 353-2121 on the Charles River Campus and 638-5000 on the Boston University Medical Campus.

The Boston University Police Department has a full-time Crime Prevention Unit available to assist personnel in developing programs for personal safety and departmental security. The Crime Prevention Unit conducts security audits of facilities; presents educational programs in the area of personal safety, physical security, and crime prevention; and provides information and recommendations for promoting a safe environment. The Crime Prevention Unit at the Charles River Campus can be contacted at Boston University Police Headquarters, 353-2121. The Crime Prevention and Investigations Unit at the Boston University Medical Campus can be contacted at 638-6880.

In accordance with federal regulations, a copy of the Boston University Annual Security Report, which provides information about campus security programs and policies and relevant campus statistics for the past year, is available upon request through the Boston University Police Department, located at 32 Harry Agganis Way, Boston, MA 02215.

208.5 Related Considerations

Supervisors are encouraged to contact the Office of Human Resources and/or the Office of Environmental Health and Safety for assistance in improving safety procedures, practices, and programs.

Employees with questions concerning any financial, legal, or other aspect of an occupational injury should direct such questions to the Office of Risk Management.

Supervisors and employees are encouraged to contact the Occupational Health Center for assistance with the prevention of occupational injuries and with treatment of occupational injuries when they occur.

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