Employee Handbook

Photograph of GW Gate

 

The George Washington University has built a tradition of excellence in education and has become renowned as an institution of higher learning since its founding in 1821.

Staff members are part of a diverse community of professionals dedicated to supporting GW's mission of promoting lifelong learning. The university’s primary location in the nation's capital makes it a resource to the city, the nation and the world. We strive to create a culture where employees share in the pride of the university's accomplishments.

If you are a new employee, we welcome you as you transition into your new role.

The Employee Handbook applies to non-faculty, non-student staff employees of the George Washington University. This includes both regular staff and non-student temporary employees.

Staff members filling regular positions are eligible for employee benefits, which may be prorated on the basis of the number of hours they are scheduled to work per workweek. Temporary non-student staff fill positions that are established to meet short-term needs. Staff filling these temporary positions may not work for more than 700 hours per fiscal year in one or more temporary positions and are not eligible for employee benefits, except those prescribed by law.

The guidance and policies referenced in this Handbook are not contracts with any employee. As an employer, the university reserves the right to determine the applicability in particular cases and also reserves the right to change policies, guidance and employee benefits at any time.

Nothing in the Handbook creates, or is intended to create, a promise or representation of continued employment for any employee.

Any employee without an employment agreement for a specified duration is an employee-at-will. Employment-at-will may be terminated at the will of either the employer or the employee. Such employment may be terminated with or without cause and with or without notice, at any time by you or by the university.

The Handbook highlights various policies, guidance, services, and resources to assist staff members and is not intended to be comprehensive. It is maintained electronically and may be updated frequently. It is not intended to supersede any GW policies. If, at any time, conflicts arise between statements in the Handbook and existing policies, official policy statements will override Handbook content.

If there are differences between the information provided in the Handbook and information provided by your manager or if more detail is needed, the matter should be discussed with your manager. Human Resources Business Partners also serve as resources for clarification along with other subject matter experts throughout the university.

Throughout the Handbook there are references to collective bargaining agreements. These agreements supersede sections of the Handbook that directly address the same issues for employees covered by those agreements.

Suggestions, comments or other general feedback concerning the content, quality, and/or usefulness of the Handbook may be directed to the Vice President for Human Resource Management and Development at [email protected]