For a better experience, click the Compatibility Mode icon above to turn off Compatibility Mode, which is only for viewing older websites.

Revised and New HR Policies

March 2013

The HR Policies project has been a work in progress for the last two years, which involved reviewing 40 policies that have not been updated since the merger between Drexel University and Drexel University College of Medicine.  While under review, about half of the 40 policies have been revised or are new. The policies for Drexel University will take effect on March 1, 2013 with information sessions on the University City and Center City campuses (visit the HR Calendar for information session dates and registration information). Revised and/or New Drexel College of Medicine and Academy of Natural Sciences of Drexel University policies will be forthcoming.

According to the terms and conditions of your employment at Drexel, you are required to read and abide by all Drexel policies. Please take the time to become acclimated with the HR policies and use them as a guide when appropriate. The materially changed policies are listed below, along with highlights of the major differences. All other policies contain format changes only.

Amorous Relationship Involving Athletics Department Personnel and Student Athletes (HR-46.01)

  • New
  • Mirrors NCAA’s model policy to prevent inappropriate relationships between student athletes and athletic department personnel.

Attendance (HR-45)

  • Revised policy allows six occurrences within a “rolling” three month period

Background Checks (HR-52)

  • Outlines procedures and responsibilities involved for conducting background investigations for both newly hired and current employees
  • Stipulates provisions for more extensive background checks to comply with the Pennsylvania Child Protective Services Act

Bereavement Leave (HR-32.01)

  • Separated from Sick Leave Policy
  • Differentiates paid time off based on relationship
    • Up to 5 days for an immediate family member/domestic partner
    • Up to 3 days for a close relative
    • Use of 1 sick day for other close relationship

Court Duty (HR-35)

  • Formerly known as the Jury Duty policy, expanded to include provisions for other court proceedings, whether personal or on behalf of Drexel
  • Faculty and Professional Staff Members will retain their stipend in lieu of remitting to Drexel

Domestic Violence or Sexual Assault Leave (HR-36)

  • New
  • Developed to comply with Philadelphia Ordinance, “Entitlement to Leave Due to Domestic or Sexual Violence”
  • Allows for an eight-week unpaid leave of absence for reasons related to domestic violence, sexual assault or stalking
  • Runs concurrent with FMLA

Emergency Conditions (HR-13)

  • Formerly known as the Weather/Transportation/Emergency Closing policy
  • Exempt Professional Staff Members receive regular pay + 1.5x Floating Holiday hours
  • Non-exempt Professional Staff Members receive regular pay + 1.5x overtime pay (reduced from pay + 2x).

Essential Personnel (HR-18)

  • Gives clarity on how to identify, activate and compensate Professional Staff Members whose roles are essential to Drexel
  • Exempt Professional Staff Members receive regular pay + 1.5x Floating Holiday hours
  • Non-exempt Professional Staff Members receive regular pay + 1.5x overtime pay (reduced from pay + 2x).

Flexible Work Arrangements (HR-61)

  • New
  • Introduces four formal Flexible Work Arrangements
    • Compressed Work Schedule, Flex Schedule, Job Share and Telework
  • Outlines the process for making, reviewing and approving requests
  • Initial 30-day pilot period required and then reviewed during annual performance evaluation for continued feasibility

Holidays (HR-30)

  • Personal Floating Holiday renamed to Floating Holiday and will reflect in hours instead of days
  • Exempt Professional Staff Members receive regular pay + 1.5x Floating Holiday hours
  • Non-exempt Professional Staff Members receive regular pay + 1.5x overtime pay (reduced from pay + 2x).

Hours of Work (HR-62)

  • Formerly known as the Hours of Work/Overtime policy
  • Expanded definitions to coincide with the Flexible Work Arrangement policy

Investigations and Administrative Leave (HR-44)

  • New
  • Expansion of the Administrative Leave action in the Performance Improvement Process
  • Outlines procedures and responsibilities when a Faculty or Professional Staff Member is subject of an investigation and is placed on leave
    • Leave can be with or without pay

Nepotism/Employment of Relatives & Consensual Amorous Relationships (HR-46)

  • Merged with the Personal Relationship Policy
  • Goes hand-in-hand with the Athletics Amorous Relationships policy
  • Clearly states Drexel’s position on such relationships and disclosure requirements

Payment of Wages Upon Employee’s Death (HR-63)

  • Discontinues practice of paying an additional paycheck beyond final pay and vacation upon an employee’s death

Performance Improvement Process (HR-43)

  • Suspension added as an additional action in the Performance Improvement Process

Personal Leave of Absence (HR-39)

  • New
  • Replaces Non-FMLA Policy
  • Allows for a 30-day leave of absence for approved reasons such as medical, non-medical, education, volunteer work, etc., which must be approved by the Department Head

Termination of Employment (HR-48)

  • Expanded to stipulate requirement to work last day of employment (cannot be a holiday or other leave)
  • Accrued and unused vacation payout reduced from 240 to 200 hours (effective 7/1/13)

Vacation Leave (HR-31)

  • Exempt Professional Staff Members will accrue 20 days from date of hire
  • Non-exempt Professional Staff Members will accrue at 15 days from date of hire (20 days after 5 years of service)
  • This will not be retroactive and the accrual rates will change effective March 1st
  • Max payout is decreased from 240 to 200 hours (effective 7/1/13)
  • Max carryover decreased from 288 to 280 hours (effective 7/1/13)
  • After the first anniversary, Professional Staff Members are required to take a minimum of one week (continuous) vacation leave each fiscal year. Continuous vacation leave can be Monday through Friday, Wednesday through Tuesday, etc.

To view HR policies in full detail, please visit the Policies page on or after the effective date of March 1.

Questions about the HR Policies should be directed to Keyanah Jones at or 215-895-1316.