Policies & Regulations

The Human Resources Policy and Procedures Manual establishes a framework and sets standards that guide how we should conduct ourselves as employees and members of the broader Princeton community. This includes how we perform our jobs, make decisions, interact with one another and manage the business operations of the University. Staff members are at-will employees. As such, this manual is not intended to be, and should not be interpreted as, a contract between the University and any employee1.

Unless otherwise noted within a policy, the vice president for human resources is the responsible executive for policies contained within this manual. For more information, refer to the Introduction to HR Policy & Procedure Manual in the Introduction Section below.

In addition to this site for HR policies, the University Policy website serves as a resource for the University community as a central repository of University policies that govern a wide range of University activities.

HR staff members play a vital role to help managers and staff interpret and apply our policies equitably and fairly, and everyone shares responsibility for protecting the well-being of the community and for adhering to norms of behavior that make this a great place to work. For more information about rights and responsibilities of employees and applicable regulations, e.g., Title IX, Equal Opportunity, visit our Rights & Responsibilities web page. All employees are expected to be familiar with Rights, Rules, Responsibilities, a fundamental guide for all members of the Princeton University community, containing University principles of general conduct and regulations. Included on this website in section 10 below are all employer notices and/or posters required by the federal and state government.

The following HR policies are also available in an alphabetical list.
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Employees who are members of a collective bargaining unit should first refer to their union contract for guidance on any of the policies, procedures, practices or benefits described in this policy manual. If the union contract does not specifically address the policy, procedure, practice, or benefit, then the employee may infer that the description in this policy manual applies to the employee. In the event of a discrepancy between this manual and a collective bargaining agreement covering employees who are represented by a union, the terms of the bargaining agreement will govern.
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