Carnegie Mellon University

Legal IQ

Why Managers Should Know Policies

Managers are often the first point of contact for questions related to policy and practice. It is important for managers to know the policies so they can be sure they are following them in their work areas and departments.

As a manager, you are an agent of the university. Therefore there are personal and institutional liabilities associated with the management decisions you make. Take some time to get familiar with the policies and regulations that govern employment and employee behavior at Carnegie Mellon.

University Policies

Carnegie Mellon's policies ensure fair treatment of all individuals and encourage the free exchange of ideas and opinions.

University Policies are sanctioned by the president of Carnegie Mellon University and generally have university-wide applicability.

Carnegie Mellon's Staff Handbook [pdf] is maintained by Human Resources and contains rules and guidelines pertinent to staff members.

The Faculty Handbook is maintained by the Faculty Senate and contains university, administrative and faculty organization policies.

Government Employment-Related Posters are required by law to be posted by the university.

Find more information about the university's policies

Fair Labor Standards Act

The federal Fair Labor Standards Act (FLSA) establishes requirements regarding minimum wage, overtime, equal pay, record keeping and child labor. Employees are categorized as exempt or nonexempt based on criteria including their salary level and the duties of the position.

Learn more about the FLSA

Title VII

Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. Title VII is affirmed at Carnegie Mellon through the university's Statement of Assurance and EEO/Affirmative Action Policy.

Learn more about facilitating inclusion

Family and Medical Leave Act

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons (up to 26 weeks to care for a military service member injured in the line of duty).

Learn more about FMLA

Act 153

Act 153 requires covered employees, volunteers and other individuals who interact with minors to obtain background certifications.

Learn more about Act 153

E-Verify

Employees who are assigned to work on certain federal contracts may be required to verify employment eligibility using E-Verify.

Learn more about E-Verify at CMU