Baylor employees are expected to comply with the law, as well as the policies, procedures, and practices of Baylor. From General Employment Policies
EthicsPoint is an anonymous and confidential online platform used to report activities that may involve criminal, unethical, or otherwise inappropriate behavior in violation of Baylor’s policies.
The policies and procedures set forth in the Baylor University Personnel Policy (BU-PP) Manual provide guidelines for employees and the university during employment.
Federal and State employment laws protect employees and employers alike. Basic federal and state labor laws regulate everything from discrimination to overtime pay. Those laws are summarized below and include links to Baylor policies and governing agencies’ websites.
Title I of the Americans with Disabilities Act (ADA) of 1990 prohibits Baylor University from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training and other terms, conditions and privileges of employment.
As an Equal Employment Opportunity employer, Baylor University complies with all applicable federal and state nondiscrimination laws and does not engage in unlawful discrimination on the basis of race, color, nationality or ethnic origin, sex, age, or disability in employment or the provision of services. Sexual harassment is discrimination based on one’s sex or gender. For discrimination to be considered unlawful, it must be all of the following: related to a protected category; unwelcome; offensive to a reasonable person in the recipient’s position; and severe or pervasive.
Employees who feel they have been discriminated against or sexually harassed should follow the procedures outlined within Baylor’s Civil Rights policy.
Equal Opportunity Policy Statement: Baylor University is a private not-for-profit university affiliated with the Baptist General Convention of Texas. As an Affirmative Action/Equal Opportunity employer, Baylor is committed to compliance with all applicable anti-discrimination laws, including those regarding age, race, color, sex, national origin, marital status, pregnancy status, military service, genetic information, and disability. As a religious educational institution, Baylor is lawfully permitted to consider an applicant’s religion as a selection criterion. Baylor encourages women, minorities, veterans, and individuals with disabilities to apply.
The Employee Polygraph Protection Act of 1988 (EPPA) prohibits employers from using lie detector tests, either for pre-employment screening or during the course of employment, with certain exemptions. Baylor University does not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test or for exercising other rights under the Act.
The Fair Labor Standards Act (FLSA) prescribes standards for wages and overtime pay on the basis of a non-exempt or exempt classification.
Non-exempt employees (i.e. hourly staff) are employees who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, are subject to all Fair Labor Standards Act (FLSA) provisions including the payment of overtime at a time-and-one-half rate of pay. Non-exempt employees are required to account for actual hours worked in fifteen minute increments.
Exempt employees (i.e. salaried faculty or staff) are employees who, because of their duties and responsibilities and level of decision making authority, are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).
The Family Medical Leave Act (FMLA) entitles eligible employees of Baylor University to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
Congress created the Occupational Safety and Health Administration (OSHA) to ensure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance.
To meet certain federal government standards, employers are asked to provide notices to employees regarding various healthcare related resources.
The Texas Workforce Commission’s programs provide unemployment benefits to eligible workers who become unemployed through no fault of their own, and meet certain other eligibility requirements.
The Uniformed Services Employment and Reemployment Rights Act (USERRA) provides certain persons who serve in the armed forces the right to reemployment with the employer they were with when they entered service. See the Federal USERRA Posting.
Employees of the University are covered by workers’ compensation insurance, a state-regulated insurance program that pays medical bills and replaces some lost wages for employees who are injured at work or who have work-related diseases or illnesses.