Through the staff employment policy the University endeavors to:
- Hire excellent employees;
- Promote and achieve broad-based diversity among staff;
- Assist employees in securing positions commensurate with their skills and knowledge, assuring equitable access to promotion and advancement; and
- Provide an avenue for employees to address concerns related to employment decisions.
Wesleyan University is fully committed to a policy of equal opportunity throughout the University, and to this end abides by all applicable federal and state laws pertaining to nondiscrimination and fair employment practices. This policy reflects the strong, continuing commitment of the President and the Board of Trustees, which is the governing board of the University.
Wesleyan University, located in Middletown, Connecticut, does not discriminate on the basis of race, color, religious creed, age, gender, gender identity or expression, national origin, marital status, ancestry, present or past history of mental disorder, learning disability or physical disability, political belief, veteran status, sexual orientation, genetic information or non-position-related criminal record. We welcome applications from women and historically underrepresented minority groups. Inquiries regarding Title IX, Section 504, or any other non-discrimination policies should be directed to: Antonio Farias, VP for Equity & Inclusion, Title IX and ADA/504 Officer, 860-685-4771, email@example.com.
Wesleyan is commited to innovative hiring and retention strategies in order to diversify its staff in the service of its educational mission. The full Opportunity Hire Policy can be found at the following link:
JOB POSTINGS, VACANCIES, PROMOTIONS, AND TRANSFERS
Generally, all open positions, other than re-assignments as a result of a position elimination will be posted on the Human Resources website. The job descriptions for vacancies are posted through the Human Resources online system located at: Careers. Employees are welcome to apply for posted positions when vacancies occur. Normally, however, an employee will not be considered for another position until he or she has worked one year in his or her current position. Initial inquiries to Human Resources about any vacancy will remain confidential, but, if the decision to follow through by becoming a candidate for a posted position is made, it is necessary for the employee to advise his or her supervisor prior to the interview.
Relatives of current employees may apply for positions at the University that do not directly report to a family member. Cabinet level approval is required for hiring of family members within the same department.
IMMIGRATION EXPENSE POLICY
Wesleyan University policy requires equal consideration of all potential employees, regardless of numerous factors, including national origin. Wesleyan University values diversity.
For candidates offered and accepting employment, Wesleyan will pay those immigration costs and expenses which employers are legally obligated to pay. The employee will be required to pay any and all other immigration costs and expenses.
BRIDGING OF EMPLOYMENT
Employees who have previous service (excluding student employment) at .75 FTE or above with Wesleyan University will receive service credit for prior employment for benefit purposes. Service credit will be given for .75 FTE and above for temporary employment that immediately precedes employment with the University.