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The next phase of Navigate Your Career will be the development of the learning management side of PageUp. This will help create a robust array of professional development opportunities for all ���ϲ����� employees. Visit the Navigate Your Career website for additional details.

Updated: January 2025

Flexible work has been considered and ���ϲ����� has adopted as the “Seasonal Flexible Work” policy.

As a residential campus and close-knit community that is built on a foundation of collaboration, mentoring and opportunities to gather for events and celebrations, ���ϲ����� is committed to maintaining the personal and professional connections that support our active and dynamic environment. This means that much of our work necessarily takes place in person. With that in mind, please be aware that this policy will not be appropriate in all circumstances or for all positions or employees, particularly in areas with significant student-facing or public-facing roles. In addition, employees who are eligible for alternative work schedules or hybrid telework must be available to come to campus if requested.

Staff members may request to participate in a flexible work arrangement. Eligibility for a flexible work arrangement is position-based, as it relates to the position responsibilities and community interaction. Successful flexible work arrangements focus on the community and team needs and are characterized by frequent, effective communication and performance management.

The updated seasonal flexible work policy described below is effective June 3, 2024. Under this updated policy, full time and part time employees will be able to request an alternative work schedule or hybrid telework schedule during times when students are primarily away from campus.

Updated: March 2025

���ϲ����� values and celebrates the diverse backgrounds, cultures, experiences and perspectives of our community members. By encouraging and celebrating these differences, we create an environment that promotes freedom of thought and academic excellence. We denounce bias-related conduct as a violation of University Honor Code and employee handbooks.

Bias-related incidents are intentional or unintentional events (language/expression, behaviors and acts) motivated, in whole or in part, by identity-based bias or prejudice against a person or group. Identity-based bias are the inclinations or preferences that demonstrate harm, discrimination, or hate against a person or groups based on their association with any of (included but not limited to) ���ϲ�����’s protected categories: race, ethnicity, national origin, faith tradition, gender, gender expression, sexual orientation, age/generation, disability, socio-economic status and, veteran’s status. These categories are examples and are not an exhaustive list of attributes or characteristics that may be considered identity-based Bias.

For instances of bias-related incidents and other identity-based biases, please submit the online  as soon as possible. Please note that the processes carried out by the Office of Inclusive Excellence Education and Development (OIEED) differ from Student Conduct and Human Resources. Avenues of redress through the OIEED are voluntary and center the agency of marginalized individuals and populations.

Updated: January 2025

The holiday schedule is published in November or December for the upcoming year on the Human Resources website. In 2024, ���ϲ����� moved the spring holiday from Easter Monday to the Friday of Spring Break. Employees may, with the consent of their supervisor, use vacation time or personal days to observe religious holidays not designated as University holidays

Updated: March 2025

The Staff Advisory Council forwards all questions and comments about fertility benefits to the Benefits Advisory Committee, which includes an SAC representative. The committee is currently exploring fertility benefits and their feasibility. Any changes or additions to the benefits package will be communicated during the open enrollment period.

Updated: September 2025

���ϲ�����’s employee benefits program is continually evolving to meet the needs of staff. Anytime Staff Advisory Council receives a suggestion that relates to our employee benefits, we forward it onto the Benefits Advisory Committee, which includes an SAC representative. Some ideas that have come to fruition are gender affirming care, staff sabbaticals, ���ϲ�����’s childcare facility, and Volunteer Hours. Know that once we submit the ideas to the Benefits Advisory Committee, we do not stop advocating for change. We continue to keep that committee and the administration aware of the emerging needs and ideas of the staff community.

Updated September 2025

Staff are encouraged to become involved in the community by lending their voluntary support to programs that positively impact the quality of life within these communities. To use your volunteer hours, make arrangements with one of ���ϲ�����’s active community partners. All Guildford County and Alamance County schools are approved locations, even if they are not specifically named. If you do not see the non-profit you’d like to volunteer with on this list, contact the Kernodle Center for Civic Life.

Updated: January 2025

�۱��!��Employee Resource Groups (ERGs) are employee-led groups formed around common interests, and/or a shared bond or background. These groups are a powerful extension of the Office of Leadership and Professional Development programming offerings, providing leadership opportunities for those who wish to participate in, initiate or lead a group and fostering a supportive community where all employees can experience a greater sense of belonging.

Updated: March 2025

Yes. All employees are encouraged to complete an . All information from the Questionnaire is sent directly to Human Resources. If you would like to set up an in-person Exit Interview, please contact the Office of Human Resources at (336) 278-5520.

Updated: March 2025

The HealthEU newsletter is sent every Wednesday during the fall and spring semesters. It goes on hiatus in J-Term and the summer.

Updated: January 2025

The holiday party is a time for all ���ϲ����� employees to come together and celebrate the holiday season. It is scheduled on the last day of exams for undergraduates because it allows the event planners to take over the Moseley Center without limiting access to students and it enables the majority of ���ϲ����� faculty and staff to attend as many people go on vacation or are not on contract the following week.

Updated: January 2025

The Parents Night Out program is back! To stay updated, follow them on Instagram @PNO_���ϲ�����U (which is an updated account as of April 2025).

If you have any questions or specific needs, contact them at PNO���ϲ�����U@gmail.com.

So, what exactly is Parents Night Out?

It’s a free babysitting event for children aged 9 months to 12 years old.  ���ϲ����� Students with certified Protection of Minors training, as well as a faculty advisor, will oversee this event to ensure that your children will have a blast in a safe, supervised environment! While you’re unwinding, your little ones will enjoy:

🎨 Creative crafts to spark their imaginations
🍽️ Dinner provided to keep them energized and happy
😄 Playtime and activities led by our experienced and caring team

Updated: April 2025

The Staff Advisory Council represents all non-faculty employees of ���ϲ�����. Collectively, the University describes this group as staff.

The Staff Advisory Council consists of elected representatives from the following staff classifications:

• 6 Administrative Staff (Those without faculty rank): Any staff member who receives compensation through an annual letter of agreement or “contract.”
• 5 Office/Support Personnel: Any staff member who receives compensation through an hourly “time sheet” and reports to an area other than Facilities Management.
• 4 Facilities Management: Any staff member who receives compensation through an hourly “time sheet” and reports to the Facilities Management.
• 1 Part-time Representative: Any staff member who is classified as part-time.
• 1 Law School Representative: Any staff member who is primarily located at ���ϲ����� Law in Greensboro, NC.
• 2 At-Large Representatives: Any staff member who has been nominated within their staff classification and is eligible for vote on the ballot, may be considered to serve as an “At-Large Representative”. These representatives are elected by the whole staff body to represent the whole staff body rather than a subset of specific staff in a classification.

From that group, a chair, vice-chair, involvement chair, communications chair, and secretary are chosen and form the Executive Committee. The chair reports directly to the university President or their designee.

Representatives are elected for vacancies every spring for three year terms. For additional information, see SAC’s bylaws.

Updated: March 2025