BYU PATHWAY WORLDWIDE

EMPLOYMENT REFERENCES

Employees are prohibited from providing any employment information regarding former or current employees of BYU-Pathway to any third party, including outside agencies, organizations, and any person not currently employed by the Company. If you receive a request for employment information about a former or current employee, you must immediately inform the Human Resources Department. 

The Human Resources Department will verify a former or current employee's dates of employment, last position held, and final rate of pay (where permissible under applicable law).

For purposes of this policy, a request for employment information includes a verbal or written request for:

• A job reference

• Employment verification

• Information about an individual's job performance, attitude, attendance, or employment history

• Any "off the record" information about an individual

EMPLOYMENT ELIGIBILITY VERIFICATION COMPLIANCE

In compliance with the Immigration Reform and Control Act of 1986 (IRCA) and any other applicable federal, state, or local laws, BYU-Pathway is committed to:

• Employing only those who are authorized to work in the US.

• Not discriminate on the basis of national origin or citizenship in hiring, recruiting, or terminating employees.

Every employee of BYU-Pathway must adhere to all aspects of this policy. As a condition of employment, US-based employees must complete a Form I-9, Employment Eligibility Verification Form, and present documentation establishing your identity and employment eligibility to work in the United States.

BYU-Pathway participates in the E-Verify program to ensure compliance with IRCA.

ANTI-HARASSMENT

All Unlawful Harassment Prohibited

BYU-Pathway strictly prohibits and does not tolerate unlawful harassment against employees or any other covered persons because of race, creed, national origin, ancestry, sex, age, physical or mental disability, citizenship, genetic information, past, current, or prospective service in the uniformed services, or any other protected characteristic that applies to BYU-Pathway.

Sexual Harassment

All BYU-Pathway employees, other workers, and representatives (including vendors, customer, and visitors) are prohibited from harassing employees and other covered persons based on that individual's sex (including pregnancy) and regardless of the harasser's sex. Sexual harassment means any harassment based on, related to or focusing on someone's sex. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual's sex). It also includes any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature. Sexual harassment may include any of the following:

• Advances, requests, or conduct (either express or implicit) that makes sexual favors a term or condition of employment, ongoing employment, or advancement within the Company.

• Any instance wherein submission to or rejection of the advance, request, or conduct is used, either directly or indirectly, as a basis for employment decisions.

• Advances, requests, or conduct that have the purpose or effect of substantially or unreasonably interfering with an employee's work performance by creating an intimidating, hostile, or offensive work environment.

BYU-Pathway will not tolerate any form of sexual harassment, regardless of whether it is:

• Verbal (for example, epithets, derogatory statements, slurs, sexually related comments or jokes, unwelcome sexual advances, or requests for sexual favors).

• Physical (for example, assault or inappropriate physical contact).

• Visual (for example, displaying sexually suggestive posters, cartoons, or drawings, sending inappropriate adult-themed gifts, leering, or making sexual gestures).

• Online (for example, derogatory statements or sexually suggestive postings in any social media platform including Facebook, Twitter, Instagram, Snapchat, etc.)

Other Types of Harassment

BYU-Pathway's anti-harassment policy (see above) applies equally to harassment based on an employee's race, national origin, ancestry, age, physical or mental disability, citizenship, genetic information, past, present, or prospective service in the uniformed services, or any other protected characteristic that applies to BYU-Pathway.

Violations of This Policy

If BYU-Pathway determines any employee, regardless of position or title, has subjected an individual to harassment or retaliation in violation of this policy, they will be subject to discipline, up to and including termination of employment.

COMPLAINT PROCEDURE

If you are subjected to any conduct that you believe violates BYU-Pathway’s policies, including its anti-discrimination, anti-harassment, or anti-retaliation policies, you must promptly speak to, write, or otherwise contact your direct supervisor, the next level above your direct supervisor, your designated Human Resources representative, or a member of the Company’s senior management team as soon as possible after the offending conduct. These individuals will ensure that a prompt and fair investigation is conducted.

Your complaint should be as detailed as possible, including the names of all individuals involved and any witnesses. BYU-Pathway will directly, efficiently and thoroughly investigate the facts and circumstances of all claims of perceived discrimination and will take prompt corrective action, if appropriate.

DISABILITY ACCOMMODATION

BYU-Pathway complies with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act (ADAAA), and all applicable state or local law. Consistent with such requirements, BYU-Pathway will reasonably accommodate qualified individuals with a disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship or pose a direct threat to the individual or other workers, patrons or individuals associated with BYU-Pathway.

Requesting a Reasonable Accommodation

If you believe you need an accommodation because of your disability, you are responsible (and encouraged) to request a reasonable accommodation from the Human Resource Department. You may make the request orally or in writing. BYU-Pathway encourages employees to make their request in writing, unless not reasonably practicable, and to include relevant information, such as:

• A description of the accommodation you are requesting.

• The reason you need an accommodation.

• How the accommodation will help you perform the essential functions of your job

Medical Information

If your disability or need for accommodation is not obvious, BYU-Pathway may ask you to provide supporting documents showing that you have a disability within the meaning of the ADA and that your disability necessitates a reasonable accommodation. If the information provided in response to this request is insufficient, BYU-Pathway may require that you see a health care professional of BYU-Pathway's choosing and at BYU-Pathway's expense. In those cases, if you fail to provide the requested information or see the designated health care professional, your request for a reasonable accommodation may be denied.

BYU-Pathway will keep confidential any medical information obtained in connection with your request for a reasonable accommodation.

Determinations

BYU-Pathway makes determinations about reasonable accommodations on a case-by-case basis considering various factors and based on an individualized assessment in each situation.

BYU-Pathway strives to make determinations on reasonable accommodation requests expeditiously and will inform the individual once a determination has been made.

PAYROLL PRACTICES AND COMPENSATION

EMPLOYEE CLASSIFICATIONS

BYU-Pathway designates each employee as either exempt or nonexempt in compliance with applicable federal, state, and local law.

• Exempt Employees. Employees designated as exempt are paid a fixed salary and are not entitled to minimum wage or overtime pay.

• Nonexempt Employees. Employees designated as nonexempt are entitled to overtime pay at a rate of 1.5 times their regular rate of pay for all hours worked over 40 in a workweek, as required by applicable federal, state, and local law.

BYU-Pathway also assigns each employee to one of the following categories:

• Regular Full-Time Employees. Regular full-time employees are normally scheduled to work at least 40 hours per workweek, except for approved time off.

• CES Student Employees. CES student part-time employees are normally scheduled to work 15-25 hours or less per workweek. Part time employees are not eligible for most BYU-Pathway benefits.

• Temporary Employees. Temporary employees are generally hired on a temporary or project-specific basis, with either full- or part-time hours. In general, full-time temporary employees receive the same benefits as regular full-time employees with some exceptions. In general, part-time temporary employees are not eligible for most BYU-Pathway benefits

WORKWEEK AND BUSINESS HOURS

Standard Workweek and Workday

The standard workweek, for payroll and other Company practices, begins Saturday at 12:01 a.m. and ends the following Friday at 12:00 midnight. The typical workweek is five eight-hour days but may vary by location, job duties and/or work assignments as dictated by clear business need with prior approval of the department's managing director. 

Employees may be required to come in early, work late, or work overtime hours from time to time, depending on several factors, such as workloads, staffing needs, and special projects.

Employees will receive their specific work schedule from their manager or supervisor. If you have any questions about your work schedule, you should speak with your manager or supervisor to avoid any misunderstanding.

Nonexempt employees must have permission from their supervisor before working overtime. For more information, please see the Overtime section of this Policy.

BREAKS

Lunch Breaks

A minimum of a 30-minute unpaid lunch break is authorized for non-exempt employees working more than five hours in a shift or day. Non-exempt employees should not be permitted to work during their lunch break and the lunch break should not be taken at the end of the workday. Employees may be asked to schedule lunch breaks to accommodate department needs. The timing of lunch breaks is dictated by the laws of some states. Employees and management should comply with such laws, including accurately recording start and stop times for lunch breaks in states where such recordkeeping is required.

Work Breaks

Nonexempt employees are authorized a 10-minute paid break for every four hours they work. These breaks should be scheduled with the employee's supervisor to accommodate department needs. The length and timing of breaks may vary according to local or state laws. An employee should not move one or both of these breaks for the purpose of extending the lunch break, shortening the workday, or taking one 20-minute break.

LACTATION BREAK

Employees who are nursing mothers may take a reasonable amount of break time to accommodate their need to express breast milk for the employee's nursing child.

Eligible employees may take such breaks for up to one year after the birth of the employee’s child. Please contact your supervisor for information about the designated location for lactation breaks.

Lactation breaks under this policy are unpaid. Employees who are required to record their time must accurately record the start and end of lactation breaks in accordance with BYU-Pathway's timekeeping policy. Uninterrupted lactation breaks do not count as hours worked.

PAYDAY

Employees are paid every other week on Friday for the pay period that ends on the previous Friday. If a particular payday falls on a weekend or holiday, employees normally will be paid on the last business day before the weekend or holiday.

Employees enrolled in direct deposit will have their pay deposited in their designated account on payday. For all other employees, pay checks will be mailed to the address on the employment record. Direct deposit is strongly encouraged for the most timely receipt of payment. If you do not receive your direct deposit or paycheck, notify the Human Resource Department immediately.

Employees should review their pay checks for errors. If you find a possible error, report it immediately. BYU-Pathway will correct any errors, including any under or overpayment, as soon as possible.

PAYROLL DEDUCTIONS

BYU-Pathway is required by law to make certain deductions from your pay each pay period, including deductions for:

• Federal and state income taxes.

• Social Security (FICA) taxes.

• Deductions required by wage garnishment, child support, and other income withholding orders or notices.

• Other deductions required or permitted by law.

BYU-Pathway may also make other deductions from your pay, including deductions for:

Wages you have authorized, such as your employee contribution to insurance premiums and your voluntary contributions to retirement plan or other voluntary deductions. BYU-Pathway prohibits deductions from your pay except as required or permitted by applicable law. All deductions from your pay will be identified on your pay statement. You should carefully review your pay statement each pay period. If you have questions about any deductions or if you believe an improper deduction has been made, you must immediately report your concerns to your manager or the Human Resources Department. BYU-Pathway will promptly investigate all complaints concerning an employee's pay. If BYU-Pathway has made an improper deduction from your pay, it will reimburse you as soon as practicable.

TIMEKEEPING

To ensure that BYU-Pathway has complete and accurate time records and that employees are paid for all hours worked, nonexempt employees are required to record all working time. Employees must record their time using BYU-Pathway’s timekeeping system. Employees should record daily all actual time worked excluding any unpaid break period. Your supervisor will review your time entries and may ask you to verify them at the end of each pay period.

Employees must make corrections to their time entries as soon as possible using BYU-Pathway's timekeeping system. Employees should also review their pay stubs to ensure that they are fully paid for all-time worked. Employees should promptly notify BYU-Pathway of any shortages to ensure that they are fully paid in accordance with BYU-Pathway’s objective and desire.

Falsifying time entries, including by working "off the clock," is strictly prohibited. If you falsify your time entries or work off the clock, you will be subject to discipline, up to and including termination. You must immediately report to the Human Resources Department any supervisor or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.

OVERTIME

All employees may be required to work overtime.

Nonexempt employees will be paid overtime compensation in accordance with federal and applicable state law at a rate of 1.5 times their regular rate of pay for all hours worked over 40 hours in any workweek. Overtime pay is based on hours actually worked. For example, hours attributable to paid vacation or other time off are not included in calculating hours of overtime. 

Nonexempt employees must obtain approval from their supervisors in advance of working overtime. Failure to obtain approval for working overtime may result in discipline, up to and including termination of employment. Exempt employees do not receive overtime pay and instead are paid a salary that is intended to compensate them for all hours worked, including any hours worked over 40 in any workweek.

If you believe that you have not been compensated for all hours worked, including overtime pay you believe you are owed, you must immediately report your concerns to the Human Resources Department. Supervisors and managers are prohibited from requiring or encouraging nonexempt employees to underreport any overtime hours worked. You are obligated to immediately report to the Human Resources Department any supervisor or manager who requires or encourages you to underreport your hours worked.

EQUAL PAY

BYU-Pathway prohibits pay discrimination on the basis of sex. Employees in the same work location who perform substantially equal work will be paid at the same rate regardless of their sex, except where differences in pay are based on:

• A seniority, merit, or incentive system.

• Any factor other than an employee's sex.

This Policy covers jobs that require substantially equal skill, effort, and responsibility and are performed under similar working condition

ON THE JOB

ATTENDANCE

BYU-Pathway requires regular and punctual attendance from all employees. Employees who are going to be absent for a full or partial workday or late to work whether the absence is foreseen or based on an emergency or other unforeseen circumstances—must notify their supervisor as far in advance as possible.

Absences and latenesses will be considered excused if the employee requested the time off in accordance with BYU-Pathway policies, received the required approval for the absence, and has sufficient accrued time to cover the absence.

An employee will be considered to have taken an unexcused absence if the employee is absent from work during scheduled work hours without permission, including full- or partial-day absences, late arrivals, and early departures.

Employees who are absent for two or more consecutive days due to illness may be required to provide a note from their health care provider to verify the employee's need for sick leave and, if appropriate, their fitness to return to work.

BYU-Pathway reserves the right to discipline employees for unexcused absences. Discipline may include counseling, oral or written warnings, suspensions, or termination of employment, in BYU-Pathway's discretion. 

Except for unusual circumstances, any employee who is absent from work for three days without notifying BYU-Pathway will be deemed to have voluntarily abandoned his or her job and the employee's employment will be terminated automatically.

STANDARDS OF CONDUCT

To function effectively, every organization must develop policies and procedures to protect its clients and to ensure that co-workers' and the company's rights are respected. BYU-Pathway is no exception. Generally, conduct that may be disruptive, unproductive, unethical, or illegal will not be tolerated. 

Violation of this Standards of Conduct Policy may lead to corrective or disciplinary action, up to and including discharge, depending on the circumstances of the individual case. The following is a non-exhaustive list of conduct that may violate this Policy:

• Falsifying records

• Engaging in fraud

• Removing employer property from the premises without authorization

• Stealing or attempting to steal employer or employee property

• Being habitually tardy or absent

• Engaging in poor timekeeping

• Fighting on employer property at any time

• Being under the influence of intoxicating substances on employer property at any time

• Being insubordinate

• Using or abusing employer time, property, materials, or equipment without authorization.

• Gambling on employer premises at any time

• Sleeping on the job

• Using offensive or profane language on company premises

• Bringing dangerous or unauthorized weapons onto employer premises

• Being absent from work without authorization during scheduled work hours

• Defacing employer property

• Engaging in criminal activity

• Violating or abusing employer policies

• Neglecting job duties

• Engaging in conduct that is detrimental to the purpose and mission of BYU-Pathway

• Bringing the organization into serious disrepute.

The company may consider an employee's job performance, prior violation of work rules, and other relevant circumstances in determining whether to counsel, warn, suspend, or discharge an employee. It is up to the employee's supervisor and the company's management to decide whether corrective action, up to and including dismissal, is appropriate.

HONOR CODE

The Church Educational System (CES) is sponsored by The Church of Jesus Christ of Latter-day Saints (Church) and directed by the Church Board of Education/Boards of Trustees, with the mission to develop disciples of Jesus Christ who are leaders in their homes, the Church, and their communities.

The CES Honor Code helps to accomplish the CES mission to build disciples of Jesus Christ. As faculty, administration, staff, and students voluntarily commit to conduct their lives in accordance with the principles of the gospel of Jesus Christ, they strive to maintain the highest standards in their personal conduct regarding honor, integrity, morality, and consideration of others. By accepting appointment, continuing in employment, being admitted, or continuing enrollment, each member of the campus communities personally commits to observe the CES Honor Code approved by the Board of Trustees:

• Maintain an Ecclesiastical Endorsement, including striving to deepen faith and maintain gospel standards

• Be honest

• Live a chaste and virtuous life, including abstaining from sexual relations outside marriage between a man and a woman. Living a chaste and virtuous life also includes abstaining from same-sex romantic behavior

• Abstain from alcoholic beverages, tobacco, tea, coffee, vaping, marijuana, and other substance abuse

• Participate regularly in Church services

• Respect others, including the avoidance of profane and vulgar language

• Obey the law and follow campus policies, including the CES Dress and Grooming standards

• Encourage others in their commitment to comply with the Honor Code and Dress and Grooming standards

DRESS AND GROOMING STANDARDS

Employees are expected to dress modestly and, in a conservative, professional, and business-appropriate manner that is consistent with the customs and standards of the country in which they work. Extreme clothing of any kind or style should be avoided. Shoes should be in good repair and shined. Athletic or similar shoes, regardless of color, should be avoided. Casual sandals or flip-flops are not acceptable. Clothing should be clean, well-cared for and neatly pressed. Denim and other casual fabrics and materials should be avoided. The fit and style of clothing for both men and women should be modest. The following guidelines should be followed:

Women

Professional, business-appropriate attire includes skirts or dresses of at least knee length, pantsuits, and professional dress slacks. Skirts with immodest slits and split skirts are not acceptable.

Men

Professional suits or sport coats and dress slacks with white or light-colored shirts and ties are appropriate. Men may remove suit jackets or sports coats for hot weather and movement throughout the building. Casual fabrics such as denim or khaki are not acceptable. 

Extreme hairstyles are not acceptable. Hair should be clean and neatly combed. Sideburns below the earlobes and beards are not acceptable. Mustaches, if worn, should be neatly trimmed and not extend beyond the corners of the mouth. Men's hair length should be above the collar. In situations where personal health inhibits daily shaving, employees may request an accommodation review through the ADA process. High standards of personal hygiene and cleanliness are expected. Cologne and perfume should be used sparingly, with sensitivity to allergies of co-workers.

Travel

As a security measure, employees may wear business casual attire when traveling on business.

Business Casual Friday

All employees have the option of dressing in business casual attire on Fridays. It is expected that employees will use their best judgment in dressing appropriately to continue to present a professional image. Business casual dress on Fridays is not a requirement, and employees may choose to dress in business professional attire. Business casual dress is clothing that is less formal than traditional business wear but is still intended to give a professional, businesslike impression. The following points provide guidelines of appropriate attire but are not intended to be all-inclusive:

• Pants—slacks, khakis, and dark colored jeans should be clean, wrinkle-free, not faded or excessively worn, and without tears or holes. Inappropriate items include sweatpants, shorts, capris, spandex, or other form-fitting pants.

• Shirts—button-up collared shirts, polo shirts, and sweaters are acceptable. Avoid sweatshirts and shirts with large lettering or logos.

• Footwear—leather casual, loafers, and casual nice shoes are acceptable. Flip flops, athletic shoes, and slippers are not acceptable.

• As usual, maintain well-kept hair, good personal hygiene, and general grooming (including being clean shaven for men).

• Business professional attire remains the standard for meetings attended on Fridays where others in attendance are expected to be dressed formally.

If you are unsure if something is appropriate, speak to your manager before wearing it. Managers have the discretion to override business-casual Friday for events or meetings that they feel would be more appropriately attended in business professional attire.

CES STUDENT EMPLOYMENT

BYU-Pathway relies on and encourages departments to use CES student employees to carry out business services. Student employees should be treated with the same dignity, respect, and accountability as is expected in all employment relationships and as governed by federal and state laws.

Hiring decisions should be based on the most suitably qualified applicants without regard to race, sex, color, national origin, age, or, if otherwise qualified disability. Student records, as documented on university computer systems, are protected by the Family Educational Rights and Privacy Act (FERPA) and should not be used in making hiring decisions.

Eligibility

1. Individuals must be enrolled as a degree/certificate seeking matriculated student at a CES institution (BYU, BYU-Idaho including online, BYU-Hawaii, Ensign College) or taking PathwayConnect for the first time.

2. Student employees must reside and physically perform the work in Utah or Idaho and be at least 16 years old.

3. Student employees must provide enrollment verification each semester. Students are eligible to continue working during one “off semester” per academic/calendar year. Consecutive off semesters will result in termination. 

• Students who are enrolled but have not begun taking classes can begin working up to 35 days prior to the start of the semester.

4. Student employees cannot be employed by any other employer affiliated with or sponsored by The Church of Jesus Christ of Latter-day Saints during the time they are employed by BYU-Pathway.

5. Employees must present appropriate documentation to Human Resources verifying their eligibility to work in the U.S. prior to beginning work. 

• If working with an Employment Authorization Document, it must be current. If it expires before receiving an extension, the employee is not eligible to work until the unexpired document is presented to Human Resources.

6. International Students: BYU-Pathway is currently able to hire Ensign College student employees who are on F-1 or J-1 student visas. Departments must work with Human Resources before an international student begins work. Plan for lengthened processing time for international student hires.

7. Upon graduation, student employees are eligible to work until the end of the pay period in which graduation occurs. 

• Enrolling in CES courses following graduation to maintain employment at BYU-Pathway is not in-line with the intent of the policy and the employee’s last day will not be extended past the end of the pay period.

8. Current student employees may be hired for internships but cannot return to their student position or any other unbenefited position at the end of the internship.

Working Hour

1. Students are expected to work 20 hours or less per week. Supervisors can approve up to 25 hours based on the needs of the position and not the needs of the individual. Approval may be granted to exceed 25 hours per week on a temporary basis (1–3 weeks) during peak times and based on Affordable Care Act (ACA) hours.

2. Students should not exceed a maximum of 1,300 hours per ACA year to ensure that they remain below the ACA qualification for benefits.

3. Students are permitted to work in multiple areas if the total hours worked per week do not exceed 20 hours.

4. International Students: To meet visa requirements, students cannot exceed 20 hours per week except during non-school weeks between semesters.

Employment of Relatives

Refer to the Nepotism Policy Section. 

Remote Work Arrangements

1. Student employees are eligible for remote work based on the accommodations and direction from their department leadership and if the employee resides in Utah or Idaho.

• BYU-Pathway can only hire international students on F-1 or J-1 visas from Ensign College.

2. Students who travel out of state should not plan to work while away. 

3. Student employees working remotely must provide their own at-home setup with a private place to work, computer, and appropriate internet bandwidths. Additional equipment will not be provided.

Benefits

Student positions are not eligible for institutional benefits including health insurance, financial benefits, tuition waivers, or UTA discounts.

INTERNSHIPS

BYU-Pathway desires to provide academically beneficial internships to college and university students seeking professional work experience. Interns should be treated with the same dignity, respect, and accountability as is expected to and from all employees and in accordance with federal and state laws.

Selection decisions should be based on the most suitably qualified applicants without regard to race, sex, color, national origin, age, or, if otherwise qualified, disability. Student records, as documented on university computer systems, are protected by the Family Educational Rights and Privacy Act (FERPA) and should not be used in making hiring decisions.

Eligibility

Internship length and eligibility is based on the Affordable Care Act (ACA) regulations and BYU-Pathway policy.

1. Interns must be current students at, or recent graduates (within one year of graduation), from any college or university.

2. Interns must hold and be worthy to hold a current temple recommend. BYU-Pathway initiates a review of worthiness on a regular basis through the Ecclesiastical Clearance Office. 

3. To work full-time for 120 calendar days, the individual must be a full-time student the semester prior to and the semester following the internship. Individuals who are not returning to school, are part-time students, or who have graduated are eligible to work fulltime for a maximum of 90 calendar days. Both 120 or 90 days include weekdays, weekends, and holidays.

4. Current student employees may be hired for internships but cannot return to a CES student position at the end of the BYU-Pathway internship. Individuals who have completed an internship with another entity of the Church of Jesus Christ of Latter-day Saints can be eligible for student employment at BYU-Pathway if they are within ACA hour limits. Please work with Human Resources to determine eligibility.

5. Interns cannot be employed any other employer affiliated with or sponsored by The Church of Jesus Christ of Latter-day Saints during the time that they are employed by BYU Pathway. 

• If working with an Employment Authorization Document (EAD), CPT, or OPT it must be current. If it expires prior to receiving an extension, the employee is not eligible to work until the unexpired document is presented to HR. 

• Students on an F-1 or J-1 visa must work with their designated school official to obtain a CPT or OPT specific for the  BYU-Pathway internship prior to their start date.

Remote Work Arrangements

1. Interns must reside and physically perform their work in Utah or Idaho to be eligible for remote work.

2. Interns who travel out of state should not plan to work while away. 

3. Interns working remotely must provide their own at-home setup with a private place to work, computer, and appropriate internet bandwidths. Additional equipment will not be provided.

HYBRID REMOTE WORK 

BYU-Pathway Worldwide’s administrative operations are based in Salt Lake City, Utah (herein referred to as campus), and flexible work options are offered. These options are intended to support a worldwide student body as well as employee well-being and outcomes. The following information outlines the organization’s expectations for hybrid remote work. This policy will be monitored and adapted, as necessary.

Hybrid Remote Work Definitions and Expectations

BYU-Pathway offers hybrid remote work, which is defined as working both remotely and on campus. The exact number of remote days per week may vary throughout the year depending on the functionality needed for the institution, department, and supervisor. (i.e. team building, high-peak, pre-semester, stewardship reviews, etc.). All employees of the BYU-Pathway Worldwide entity* are required to be on campus a minimum of once a month. Additional required time on campus may be requested by the supervisor or supervisory line in writing. 

Employees must reside and physically perform their work in Utah** and live close enough to report on campus when needed at the employee’s personal expense. BYU-Pathway follows all laws and regulations associated with hybrid remote work.

Hotel space workstations are available for use when on campus. Employees desiring a designated office or workstation must commit to a minimum of three days per week on campus and submit a designated office space request to Human Resources. 

Employees will be provided with a separate hybrid remote work agreement and must comply with its terms, follow local regulations and processes, and reside and physically perform the work in Utah. Employees are expected to:

1. Maintain productivity standards

2. Report in-person when required by business need or as directed by your supervisor

3. Respond to requests from the employee‘s supervisor in a timely manner

4. Be fully accessible during the employee‘s scheduled work hours (typically Monday through Friday 8:00 a.m. to 5:00 p.m. unless otherwise arranged with your supervisor)

5. Attend virtual meetings with the same level of attention and professionalism as if in person, which includes having your camera on

6. Record time and report vacation and sick leave accurately.

Failure to abide by these standards may result in disciplinary action, including having the hybrid remote status revoked or termination of employment. 

Part-time Employees, Interns, & Service Missionaries

Part-time employees (including student employees), interns, and service missionaries will follow the accommodations and direction from their department leadership, which allows for fully remote work, where appropriate. Part-time employees and interns must reside and physically perform their work in Utah or Idaho. 

Office Equipment

All BYU-Pathway-owned office equipment — such as monitors, docking stations, chairs, etc. — must be kept on campus. (The exception to this is work laptops, which may be taken to and from campus.)

BENEFITS AND LEAVE

BENEFITS

BYU-Pathway seeks to provide employees with a competitive benefit package. Benefit reviews are done from time to time and the benefit package may then be increased or decreased. The specific benefits available to employees depend on the nature of the employee's position.

All employees are eligible to participate in the following benefits:

1. Parking permit, where available

2. Employee discounts from participating vendors

Regular Full-Time Employees (FTE) 

1. Health, dental, disability, group term life, supplemental group term life and accidental death and dismemberment insurance programs and financial benefits. Specific information about eligibility and participation is contained in the Deseret Mutual Benefits Administrators' Benefits Handbook. 

2. Paid holidays.

3. Paid time off for annual, sick and other types of leave.

4. Moving Stipend

5. Tuition Waiver

6. Higher Education Assistance

7. Home Office Stipend

8. Cell-Phone bill payment

9. Membership fees for professional associations that benefits Employer and the employee.

10. Service Award certificate and gift

Full-Time Temporary Employees (FTT) 

1. Health, dental, disability, group term life, supplemental group term life and accidental death and dismemberment insurance programs and financial benefits. Specific information about eligibility and participation is contained in the Deseret Mutual Benefits Administrators' Benefits Handbook. 

2. Paid holidays.

3. Paid time off for annual, sick and bereavement leave.

4. Tuition waiver

5. Cell-Phone bill payment

Benefits at Termination

Generally, insured benefits continue to the last day of the month in which employment ends. Noninsured benefits end on the last day worked. For information on specific benefits, consult the Deseret Mutual Benefits Administrators' Benefits Handbook. Unused vested annual leave will be paid out at termination.

LEAVE

Annual Leave

Annual leave is provided to allow FTE and FTT employees time away from work for rest, renewal and time with their families. Employees are strongly encouraged to take annual leave, including at least one increment of five consecutive working days each year. At the beginning of the second pay period after hire, new employees receive 40 hours of annual leave in addition to bi-weekly accruals.

Annual leave must be scheduled with the employee’s supervisor in advance. In granting approval for leave, supervisors should consider the needs of the business as well as the employee’s desires. 

Exempt employees accrue 22* days of annual leave per year. Non-exempt employees start employment accruing 12* days of annual leave per year. After 4 years of service the annual leave increases to 15* days, at 8 years of service it increases to 18* days per year, and at 12 years of service it increases to 22* days per year.

 *Approximate, based on a payroll year of 26 pay periods.

Employees may accrue up to 200% of their annual leave. If the employee’s annual leave reaches the cap, no additional annual leave will accrue until the employee has used annual leave and the balance is below the cap.

All annual leave is paid out only when an employee terminates employment (whether voluntarily or involuntarily), retires, dies, moves from a full-time benefited position to a non-benefited annual leave position (part-time, temporary, oncall, etc.) within the organization or, if requested, is placed on long-term disability leave or on Church ecclesiastical leave. Annual leave is paid at the employee’s final rate of pay at the time of the employee’s separation and is subject to all applicable deductions. 

If a paid holiday falls within an employee's annual leave period, the holiday will not be considered annual leave.

Sick Leave

Sick leave is provided to assist employees in case of illness or accident suffered by the employee or an immediate family member living in the employee's home. Sick leave also may be used in case of illness or accident suffered by the employee’s parent or parent-in-law. Sick leave is not an entitlement to be used without actual need. Employees are encouraged to use their sick leave wisely and to accumulate sufficient sick leave to provide income protection. At the beginning of the second pay period after hire, new employees receive 40 hours of sick leave in addition to bi-weekly accruals. Employees can accrue a maximum of 60 days (480 hours) of sick leave, no additional sick leave will accrue until the employee has used sick leave and the balance is below the cap.

Whenever an employee needs to use sick leave, the provisions of the federal Family Medical Leave Act and its state counterparts may be applicable. These laws provide certain job protection benefits to employees. (See "Family and Medical Leave" section later in this policy for more information.

When an illness exceeds three consecutive workdays, employees may be asked to furnish a medical statement from their health care provider detailing the duration of the illness. Following an absence due to illness or accident, an employee may be asked to provide a doctor's release to return to work, certifying that the employee is able to perform the essential functions of the job. Management also requires a doctor's release if the employee states that he or she can return to work but with limitations. In order to protect the employee's privacy, medical information is kept in a separate medical file and not in the employee's personnel file.

If an employee becomes ill while on annual leave, the employee may, upon medical verification if requested, substitute sick leave for annual leave. 

An employee who does not have sufficient accrued sick leave to cover the entire time of a medically related absence will first use sick leave or short-term disability (if eligible) and then annual leave until it is exhausted. If additional time is needed, the employee will be on leave without pay.

Medical Maternity Leave

Full time fully benefited employees who have given birth are eligible for six weeks of paid medical maternity leave. Six weeks of leave is considered medically necessary to recover from childbirth. This leave begins immediately after the birth of the child. No work may be performed while on medical maternity leave. This time must be taken in a consecutive, six-week block. Holidays during medical maternity leave do not increase the six-calendar-week benefit. This leave is designed to give employees who give birth sufficient time to recover physically. This paid leave benefit will run concurrently with job-protected leave such as leave pursuant to the Family Medical Leave Act (FMLA). Employees who request this leave will need to submit the Request for Paid Leave form. In some cases, additional medical information may be required. If an employee is on Long-term disability for a pregnancy related issue and continues to receive an LTD benefit after the birth, the medical maternity benefit would run concurrently with the long-term disability benefit. The total benefit paid to the employee will not exceed 100% of the employee’s pay.

Medically, after 19 weeks gestation a miscarriage is considered a birth. In these unfortunate situations, employees who have experienced pregnancy loss after that time are eligible for the full Medical Maternity Leave benefit.

Parental Leave

Full-time, fully benefited employees who add to their immediate family through birth, adoption, or foster placement are eligible for six weeks of paid parental leave. In the event of an employee or their spouse giving birth, parental leave cannot begin until the day the child or children are delivered. This leave must be taken within the first year after the birth, adoption, or foster placement of the child(ren). This leave may be taken in one block of six consecutive weeks or in two increments of three-week blocks, based on the needs of the employee and their family. Management or business necessity should not dictate how an employee chooses to schedule their leave.

Parental leave is not intended to be used for reasons other than parental bonding with newborn children or newly adopted children.

Medically, a miscarriage is considered a birth after 19 weeks of gestation. In these unfortunate cases, an employee whose spouse has miscarried can use one week of time coded as Parental Leave. (See medical maternity leave policy for employees who have experienced pregnancy loss at or after 19 weeks of gestation.)Employees who foster children, and anticipate multiple placements in a year, may use paid parental leave in increments of one week per placement (regardless of the number of children placed at one time), not to exceed a total of six weeks of paid parental leave annually.

In the event of an adoption, leave must be taken within the first year after the placement of a child in the home, regardless of the date of adoption finalization. 

Employees who foster children, and anticipate multiple placements in a year, may use paid parental leave in increments of one week per placement (regardless of the number of children placed at one time), not to exceed a total of six weeks of paid parental leave annually.

Multiple children involved in the birth, adoption, or foster placement at one time do not multiply the number of days available in this paid leave. Holidays during parental leave do not increase the six-week benefit. No work may be performed while taking parental leave. This paid leave benefit will run concurrently with job-protected leave such as leave pursuant to the Family Medical Leave Act (FMLA). In certain state or local jurisdictions, concurrent use of this leave with such state- or local government-provided leave may be prohibited. Employees who request this leave will need to submit the Request for Paid Leave form, indicating the anticipated timeframe(s) the employee intends to use this leave, and if applicable, adoption or foster documentation.

Bereavement Leave

FTE and FTT employees will be provided necessary time off with pay to grieve and to attend the funerals of relatives. Bereavement leave is a benefit to assist employees in responding to the loss of a loved one. It is not an entitlement. The amount of time provided varies depending on the relationship of the deceased relative to the employee. 

Family Relationship and Bereavement Leave Benefit

• Spouse or Child - Up to 8 days

• Parent or Grandchild - Up to 4 days

• Any Relative who at death was living in the employee's home - Up to 4 days

• Pregnancy Loss - Up to 4 days

• Sibling or Grandparent - Up to 3 days

• Uncle, Aunt, First Cousin, Nephew, or Niece - Up to 1 day

*For all of the family relationships listed in the table, in-laws or "step" relatives are also included

FAMILY MEDICAL LEAVE ACT (FMLA)

BYU-Pathway provides leave according to the Family and Medical Leave Act of 1993 (FMLA), which provides for unpaid, job-protected leave to covered employees in certain circumstances.

Eligibility

To qualify for FMLA leave, you must: (1) have worked for BYU-Pathway for at least 12 months, although it need not be consecutive; (2) worked at least 1,250 hours in the last 12 months; and (3) be employed at a worksite that has 50 or more employees within 75 miles. If you have any questions about your eligibility for FMLA leave, please contact Human Resources.

Leave Policy

If eligible, you may take up to 12 (or 26, as explained below) weeks of family or medical leave within a 12-month leave period on a “rolling” method that is measured backward from the date you use any FMLA leave. While on FMLA leave, BYU-Pathway will maintain your group health insurance coverage at the same level and under the same circumstance as when you were actively working. On returning from approved FMLA leave, you have the right to be restored to the same job or an equivalent position, subject to the terms, limitations, and exceptions provided by law.

Leave Entitlement

You may take up to 12 weeks of unpaid FMLA leave within the relevant 12-month period for any of the following reasons:

• The birth of a child and to care for that child (leave to be completed within one year of the child’s birth).

• The placement of a child with you for adoption or foster care and to care for the newly placed child (leave to be completed within one year of the child’s placement).

• To care for a spouse, child, or parent with a serious health condition.

• To care for your own serious health condition, which renders you unable to perform any of the essential functions of your position.

•  A qualifying exigency of a spouse, child, or parent who is a military member on covered active duty or called to covered active-duty status (or has been notified of an impending call or order to covered active duty).

Under the FMLA’s regulations concerning military caregiver leave, you may take up to 26 weeks of unpaid FMLA leave to care for a spouse, child, parent, or next of kin who is a covered service member and who has a serious illness related to active-duty service.

Notice of Leave

If your need for FMLA leave is foreseeable, you must give BYU-Pathway at least 30 days’ prior written notice. If this is not possible, you must give notice as soon as practicable. Failure to timely provide notice may be grounds for delaying FMLA-protected leave, depending on the particular facts and circumstances. 

If you are planning a medical treatment or a series of treatments or taking military caregiver leave, you must consult with your supervisor regarding the dates of this treatment to work out a schedule that best suits your and BYU-Pathway’s needs.

Certification of Need for Leave

If you are requesting leave because of your own or a covered relative’s serious health condition, you and the relevant health care provider must supply appropriate medical certification. When you request leave, BYU-Pathway will notify you of the requirement for medical certification and when it is due. If you provide at least 30 days’ notice of medical leave, you should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of FMLA-covered leave until it is provided.

Under FMLA rules and regulations, BYU-Pathway may, at its expense, require an examination by a second and third health care provided of its choice, as appropriate.

Reporting While on Leave

If you take leave because of your own serious health condition or to care for a covered relative, you must contact BYU-Pathway periodically regarding the status of the condition and your intention to return to work. You must give notice as soon as practicable if the dates of leave change or are extended or initially were unknown.

Leave is Unpaid

FMLA leave is unpaid. You may choose or be required to substitute any accrued and unused paid time off. The substitution of paid leave time for unpaid FMLA leave does not extend the 12 (or 26) weeks of the FMLA leave period. In no case can the substitution of paid leave time for unpaid leave time result in your receipt of more than 100% of your salary. Your FMLA leave runs concurrently with other types of leave, for example, accrued vacation time that is substituted for unpaid FMLA leave and any state family leave laws, to the extent allowed by state law.

Medical and Other Benefits

During approved FMLA leave, BYU-Pathway will maintain your health benefits as if you continued to be actively employed. If paid leave is substituted for unpaid FMLA leave, BYU-Pathway will deduct your portion of the health plan premium as a regular payroll deduction. If your leave is unpaid, you must pay your portion of the premium. Your health care coverage will cease if your premium payment is more than 30 days late. If you elect not to return to work for at least 30 calendar days at the end of the leave period, you will be required to reimburse BYU-Pathway for the cost of the health benefit premiums paid by BYU-Pathway for maintaining coverage during your unpaid leave, unless you cannot return to work because of a serious health condition or other circumstances beyond your control.

Intermittent and Reduced Leave Schedule

If medically necessary, FMLA leave occasioned by a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours your work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.

If leave is unpaid, BYU-Pathway will reduce your salary based on the amount of time actually worked. In addition, while you are on intermittent or reduced schedule leave, BYU-Pathway may temporarily transfer you to an available alternative position that better accommodates your leave schedule and has equivalent pay and benefits.

Returning from Leave

If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work. You will not be permitted to resume work until this medical certification is provided.

MILITARY LEAVE

Employees who are called up for active duty in the Armed Forces or National Guard of the United States will be granted leave without pay for any such active duty, to the full extent required by applicable law. BYU-Pathway will comply with all requirements of the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA). 

If you need to take military service leave, you or an authorized military service officer should provide advance notice to your supervisor. When possible, you should give at least 30 days’ notice of the request for leave, but if 30 days’ notice is not possible because of military necessity or for other reasons, you should give as much advance notice as possible. Written notice is preferred but not required. Where possible, please submit a copy of your military orders, training notice, or order to active duty with your request. All regular, full- and part-time employees are eligible for military service leave if they are absent from work because of eligible military service. For purposes of this policy, eligible military service means service in the following branches of the US military:

• Armed Forces (Army, Navy, Air Force, Marine Corps, and Coast Guard), including the Reserves.

• National Guard, including the Army National Guard and Air National Guard, when the employee is engaged under federal authority in active duty for training, inactive duty training, or full-time National Guard duty.

• Commissioned corps of the Public Health Service.

• Any other category of persons designated by the President in time of war or national emergency.

Military service leave is unpaid. But employees may use any or all of their accrued but unused vacation or other paid time off during their military service leave. During military service leave, all benefits provided under an employee benefit plan are governed by the terms and conditions of the applicable employee benefit plan documents in accordance with applicable law. Employees may be eligible for reemployment after their military service leave. Any employees who would like to return to work must report to work or submit an application for reemployment to Human Resources, including (if available) their military discharge documentation, as follows:

• If their military service was for less than 31 days, they must report to work on the first regularly scheduled workday that is at least 8 hours after they return home from military service.

• If their military service was for 31 days to 180 days, they must apply for reemployment within 14 days following completion of military service.

• If their military service was for more than 180 days, they must reapply for reemployment within 90 days following completion of military service.

• If they suffered a service-connected injury or illness and they are hospitalized or convalescing, they have up to two years following completion of military service to return to their jobs or apply for reemployment, depending on the length of recovery time required.

If any employees are unable to comply with this reporting schedule through no fault of their own or if they are injured or recovering from an injury and need an accommodation for specific circumstances beyond their control, they should speak with Human Resources as soon as possible to determine if they are eligible for a reasonable accommodation or additional time to apply for reemployment. Employees who do not report to work or apply for reemployment within the applicable timeframe will be subject to the Company’s rules about unexcused absences.

Nothing in this policy requires the Company to reemploy individuals who are not eligible for reemployment rights under applicable law.

Employees who are eligible for reemployment will be reemployed with the same seniority, and all rights and benefits based on that seniority, that they would have attained if they had not taken military leave. Seniority rights include pay and benefits that accrue or are determined based on their length of service.

JURY AND WITNESS DUTY

Employees summoned for jury duty or to appear in court proceedings as a witness will be granted paid time off to perform these duties. Employees should notify their supervisor as soon as possible after receiving a summons. BYU-Pathway may ask for proof of jury duty or witness service to the extent authorized by law.

You are expected to return to work if you are excused from service during regular working hours. You may retain any money paid by the court. Time spent on jury duty leave will not be considered as time worked for computing overtime.

Time taken off by an employee to appear in court as a witness on a voluntary basis must be approved in advance by the supervisor and reported as vacation time or leave without pay.

Absence for the purpose of appearing as plaintiff or defendant in a court action does not qualify for jury duty leave under this policy.

TIME OFF TO VOTE

BYU-Pathway encourages its employees to vote. Unless you have at least three hours of non-working time between the time the polls open and close in which to vote, BYU-Pathway will grant up to 2 hours of paid time off to vote. You must request this time off from your supervisor at least 1 day before election day. You should also work with your supervisor to find a mutually beneficial time to take leave of absence at the beginning or end of an employee’s shift will be granted.

HOLIDAYS

BYU-Pathway provides the following paid holidays to full-time fully benefited employees: New Year’s Day, Civil Rights Day, President’s Day, Memorial Day, Juneteenth, Independence Day, Pioneer Day, Labor Day, Thanksgiving and the day after, Christmas Eve and Christmas Day, and New Year’s Eve. When holidays fall on a weekend, BYU-Pathway will typically provide the nearest Friday or Monday off. 

MOVING STIPEND

BYU-Pathway Worldwide provides relocation assistance to newly hired FTE whose current home is more than 50 miles from Salt Lake City, Utah if the relocation is completed within the first year of employment. The assistance provided is not intended to cover all relocation costs. An employee who does not complete one full year of service at BYU-Pathway must reimburse the funds.

The moving stipend may be used at the employee’s discretion based on the mileage of the current home from Salt Lake City and the number of legal dependents living in the home (including the employee and spouse). BYU-Pathway offers a stipend but does not offer home-finding, realtor and/or rental assistance, or cover storage costs. The moving stipend does not require the submittal of any receipts.

The stipend will be included in the new hire’s paycheck with taxes already taken out. BYU-Pathway taxes moving expenses as required by the IRS. Detailed information on tax treatment of moving expenses is explained in IRS Publication 521. Tax liabilities are the sole responsibility of the employee.

HOME OFFICE STIPEND

All Regular full-time (FTE) employees will be given a one-time, $400 stipend less applicable taxes and deductions to be used at the discretion of the employee to purchase (or assist with expenses of previously purchased) home-office equipment. Purchasing cards should not be used to buy any equipment used exclusively for a home office.

TUITION WAIVER

BYU-Pathway provides a tuition waiver benefit for undergraduate courses, based on active full-time employment in the following ways:

1. Full-Time employees are eligible for up to six (6) credits each semester of BYU-Idaho online courses at the beginning of the first full semester following their hire date.

Spouses and dependent children are eligible at the beginning of the first full semester following the full-time employee’s one-year employment anniversary.

2. Spouses of full-time employees are eligible for up to 21 credits each semester of BYU-Idaho online courses.

3. Dependent children of full-time employees are eligible at BYUIdaho, BYU, BYU-Hawaii, or Ensign College up to age 30 (whether single or married) for a half tuition benefit or the equivalent of 76 credits. Dependents may use their tuition benefit to take college credit courses during their junior and senior high school years. A dependent is not eligible if he or she has already completed a bachelor’s degree.

PathwayConnect

Each group may receive a full-tuition waiver for PathwayConnect courses.

CES Eligibility

If an employee transfers between CES institutions, all tuition waiver benefits granted to a dependent child is counted toward the 76-credit limit. Likewise, a child does not receive an additional tuition waiver benefit if more than one parent works full-time for a CES entity.

Non-direct Dependents of Full-time Employees

Children who have been raised and supported as dependents of an employee over a period of years may be eligible based on the facts of the case. Foster children, or other children receiving support for a temporary period are not eligible.

Children of Divorced Full-time Employees

Children who do not reside with the employee, but are financially dependent on the employee, are eligible for the tuition waiver benefit.

Duration of Benefits

Tuition benefits, under this policy, end when an employee terminates employment. If the employee, spouse, or dependent has started attending classes prior to the last working day, the benefit will continue for those classes. If the last working day is prior to the first day of classes, even if registration has been completed, the tuition benefit will not be granted

Excluded Benefits

The tuition waiver does not include class fees, course texts, travel study, independent study, or graduate level courses. Tuition will be paid at the rate established at the institution where the student is attending.

Accounting and Tax Information

Tuition waivers are posted as a “payment” and will be reported as a “payment” on Tax Form 1098T at the end of the calendar year. This waiver will also be reported on the 1098T form as “financial aid” received by the student.

To Obtain the Tuition Waiver

Around one month prior to the start of each semester, the Human Resources Department will email a tuition waiver request questionnaire. After receiving the questionnaires back, the Department will submit requests to the appropriate school. Tuition waivers show up no later than one week after the semester starts. 

If you have questions email: byupwhumanresources@byupathway.org.

RETIREMENT 

When an employee desires to retire, they should notify their department and Deseret Mutual Benefit Administrators at least three months prior to their retirement date. This will provide the necessary time for all retirement paperwork to be completed and processed for the retiring employee to receive the retirement benefits for which they qualify.

If an employee is eligible for the defined benefit plan, the retirement benefits are governed by the terms of the Deseret Mutual Master Retirement Plan. An employee's insured benefits will be effective through the last day of the month in which the employee works. Noninsured benefits typically end on the last day ofwork. Unused, vested annual leave will be paid out upon retirement and may not be used to extend employment beyond the employee's last day worked. Unused sick leave will not be paid out.

 HEALTH AND SAFETY

SMOKE-FREE WORKPLACE

BYU-Pathway prohibits and will not tolerate smoking in the workplace, including all indoor facilities, offices, lunchrooms, breakrooms, bathrooms, and company vehicles. Smoking also is prohibited anywhere on Company premises. This policy applies to all employees and visitors.

For purposes of this policy, smoking includes lighting, smoking, or carrying a lighted cigarette, cigar, or pipe, and the use of any electronic smoking device. Violations of this policy may lead to disciplinary action, up to and including termination.

Travel

TRAVEL

As a worldwide organization, BYU-Pathway supports employees traveling for work both internationally and domestically. Travel is encouraged for professional development, relationship building, and cultural understanding, all of which can enhance employees’ abilities to perform their jobs. Such in-person experiences provide empathy and allow leaders to better “think like a user.”

When traveling to meet with students, leaders, and other partners, employees must coordinate with field operations. Travel to international areas requires advance approval by the Area Presidency and the Commissioner’s Office. Domestic travel requires advance approval by line management to the vice president. When preparing to travel, employees should plan to allow time for approvals and visas, coordination, swag requests, and cell phone plans (international trips only). Domestic flights should be booked at least 21 days prior to departure and international flights at least 60 days prior to departure unless otherwise approved by the employee’s vice president or the president.

Work responsibilities occasionally require female and male employees to travel to the same event. While separate transportation may be requested by employees in order to avoid the appearance of impropriety, opportunities for travel should not discriminate against employees based on gender. This includes practices that would curtail work, promotion, or travel opportunities. Travel practices should not be applied in a way that would limit the ability of employees to accomplish their job responsibilities, to attend business meetings or conferences, or to pursue development opportunities. Employees should nonetheless use wisdom and prudence while traveling to avoid inappropriate conduct and the appearance of impropriety.

Due to the positive impact of international travel for employees, managers and supervisors are encouraged to provide opportunities for FTE to travel internationally every 2-4 years. Frequent travel positions such as area managers and executives will continue to travel on an as needed basis each year. All other positions in the organization are considered non-traditional travel positions and approval for travel is based on business need/purpose, budget, the last time traveled, and availability with already planned area manager trips, including consideration of group size. Not all travel requests will be approved.

For the complete version of the BYU-Pathway employee handbook, use this link: BYU PATHWAY WORLDWIDE EMPLOYEE HANDBOOK