Policy Wake Forest University seeks to recruit and retain diverse, well-qualified, and highly-motivated staff members while rewarding individual contributions to the institution, its students, and the community. The University is committed to providing a comprehensive Total Rewards package to recruit and retain top University talent […]
Policy The University offers a Retiree Death Benefit intended to assist with the funeral expenses of deceased retirees. Retirees who meet the eligibility criteria can designate beneficiaries who will receive a death benefit payment of $2,000 upon the retiree’s passing. Read […]
Policy Flexible Work Arrangements permit eligible staff employees to complete their work from an alternative location or within a modified schedule that has been mutually agreed upon by an employee and their supervisor in alignment with the University’s Flexible Work Policy and applicable Divisional Statement […]
Policy Regular staff members whose employment is terminated due to a reduction in force as defined in the University’s Reductions in Force policy may be eligible to receive separation pay and career transition services, subject to the terms and conditions in this policy.
Policy Wake Forest University has developed a series of policies to ensure established guidelines and processes are in effect that are consistently applied throughout the University. Policies established by the Financial Services (FS) will be maintained and reviewed by appropriate FS staff and are located […]
Policy A reduction in force is the elimination or reduction in FTE (full-time equivalency) of a regular staff position due to lack of work, shortage of funds, elimination of a position, grant expiration, departmental reorganization, or other business reasons resulting in the necessary curtailment of […]
Policy Separation from the University occurs when you voluntarily resign or are otherwise removed from the payroll. If you are resigning, provide at least four weeks of working notice if you are exempt and two weeks if you are non-exempt. If you are a supervisor, […]
Policy As a supervisor, you may utilize corrective action if a staff member exhibits unsatisfactory job performance or personal conduct. In most cases, you will follow a progressive process, with increasing levels of discipline. Read the Policy Related Procedures There are […]
Policy If you are a regular part- or full-time staff member with a work-related complaint, you may follow the grievance and appeal process. This process generally begins with a discussion with your immediate supervisor, within five days of the event prompting the grievance. Contact Human […]
Policy Report acts of intimidation, threats, aggressive or threatening behavior, physical attack or property damage to University Police and Human Resources, as applicable. Employees found to have engaged in workplace violence are subject to disciplinary action up to and including termination, and may be reported […]