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All staff employees are employed on an at will basis. This means that both the employee and the University may end the employment relationship at any time and for any reason, with or without advance notice or cause. Nothing in this Personnel Manual is intended to or shall be interpreted to change the at will nature of a staff employee’s employment at PLU. Similarly, nothing in this Personnel Manual is intended to or shall be interpreted to make any promise of specific treatment in any specific

Back to Work Pacific Lutheran University values the safety, health and well being of all employees. PLU policy is to provide safe and healthful working conditions in all operations and to follow the laws and regulations about the safety and health of our employees. When working with supervisors and employees, PLU will draw on all applicable policies. Should you become injured or ill, it is important that you return to employment as early as is medically safe for you to do so. At the same time

OUTPROCESSING Departing employees are asked to clear campus by completing an outprocessing form to ensure there are no outstanding obligations. In some cases Human Resources may coordinate this information gathering process. The outprocessing form also ensures that Human Resources and Payroll have a forwarding address (if appropriate). The completed form is normally turned in to Human Resources on the last day of work. NOTICE OF RESIGNATION Exempt staff members are requested to give at least 20

Revised August 2013 Only state and local government employers may offer “Comp Time.” As Pacific Lutheran University is a private employer, regulations state we are not eligible to offer “Comp Time.”

Revised October 2020 If the need arises, the request should be directed to Payroll with at least one

Revised January 2011 Although there is no requirement by law, the university’s policy provides for additional pay at the rate one and one-half times the regular rate, whenever certain benefits eligible staff employees are required to be present on holidays observed by the university.

For Benefits Eligible Employees (.50 FTE and above) Updated December 2022 Whenever inclement weather creates hazardous travel conditions, university employees and students are urged to use caution and personal discretion. In extreme weather situations, the university may decide to cancel classes and/or close the university. A determination will be made by 6:00 a.m. for morning and afternoon classes, and by 1:00 p.m. for evening classes and activities. Visit www.plu.edu or call the campus

indicates the dates served and should correspond to the timesheet/leave report, must be sent to the Payroll Office. On the pay statement for the applicable period, there will be a $10 per day deduction to offset the pay for jury time served. The court will send a reimbursement check directly to the employee for time served and mileage. The reimbursement check is the employee’s to keep. PLU may support and release employees from their regular job duties to volunteer as a Citizen Corps member during a

Meal periods are not included as paid work time. Employees are allowed a meal period of at least thirty minutes commencing no less than two hours nor more than five hours from the beginning of the shift. No employee will be required to work more than five consecutive hours without a meal period. Employees are free from work duties during their meal period and are allowed to leave the work area. Employees working three or more hours longer than a normal work day (typically eight hours) will be

Exempt employees are not eligible for additional pay for time worked beyond that which is regularly scheduled. In recognition of the fact that exempt employees work beyond regularly scheduled hours, the university has established a liberal vacation plan for these employees. Supervisors may adjust the work schedule within a work week as may be reasonable and prudent to avoid exceeding the forty-hour limit for nonexempt staff employees. So long as the forty-hour limit is not exceeded, overtime