Human Resources

Office of Human Resources

Bryant University is focused on building the knowledge and character of individual students, so each can reach his or her personal best in life and their chosen professions.


As a member of our staff, the University is focused on your success as well. We believe that all our staff members are educators, regardless of a person’s position in the University. And we provide the opportunities, training, and support to help employees develop and use talent to help our students.

The Office of Human Resources oversees recruitment, compensation and benefits, training and development, employee relations and labor management, performance management, and payroll for the University.

Office of Human Resources

Unistructure – Administration Hall, 2nd Floor

1150 Douglas Pike

Smithfield, RI 02917
Phone:401-232-6010 Fax:401-232-6971

Important Links:  

Employee Handbook Policies

The Employee Handbook is maintained by the department of Human Resources. Several employment related policies are contained within the employee handbook, including but not limited to:

  • Equal Employment Opportunity (EEO/AA Policy)
  • Policy Against Alcohol and Drug Abuse
  • Protection from Harassment Policy
  • Solicitation Policy
  • Whistleblower Policy

Inclement Weather

Bryant University is a student-centered residential University, and therefore its activities continue despite inclement weather conditions. Bryant will close only in the most severe circumstances. In those circumstances, Bryant may delay opening, close early, or close for an entire workday.When a decision has been made to cancel classes and close administrative offices, employees will find that information on the homepage and the Department of Public Safety Information line at (401) 232 – 6002. Information about delays or cancellations will also be shared through Bryant Announcement emails and regional radio and TV stations in Rhode Island and Massachusetts. Every attempt will be made to post morning announcements by 6:15 a.m. and evening announcements by 3:00 p.m., but these times may vary depending upon changing weather conditions.

Use of Vacation or Personal Time During Inclement Weather

Employees and Bryant share an interest in protecting the well-being of faculty and staff while supporting the needs of our students. In this spirit, it is anticipated that employees will make every effort, consistent with their own safety, to be at work when needed.

When Bryant University remains open during inclement weather, employees who choose not to come to work because of travel conditions or family needs, or who decide to leave work before the end of their scheduled workday, may charge their time against available vacation or personal time. Employees, other than those who work in a position/department designated essential (see below), may ask their supervisor for a variation from their regular schedule due to severe weather conditions.

When Bryant closes due to inclement weather, non-essential employees will be paid for the hours they were scheduled to be at work. However, when an employee calls in sick or has planned a vacation day when the institution is subsequently closed for inclement weather, time off will be charged as previously scheduled, i.e. as sick time or vacation time.

Essential Operations

Due to the nature of Bryant University’s activities and the complexity of its operations, there are certain essential services that must be provided regardless of weather conditions. Essential services include those provided by Facilities, Public Safety, and Residence Life staff. Because these departments are expected to remain operational, employees within these departments are expected to report to work even when Bryant is closed. Depending on the circumstances, other personnel may also be required to report to work.

Supervisors have the responsibility to identify work roles deemed essential and to inform affected individuals in advance of their obligation. Essential employees who are released from work during an inclement weather event will receive their normal pay as outlined above.

Important Contacts: Department of Public Safety Info Line 401-232-6002

Moving/Relocation Assistance Policy


As part of Bryant University’s commitment to recruiting the most qualified candidates, the University may provide monetary assistance for the relocation of new employees and their families to the Rhode Island area.


Moving/Relocation assistance may be authorized for new employees who meet the following criteria:

  • The one-way commuting distance from the old residence to Bryant is 50 or more miles.
  • The principal individual being relocated will be a regular, full-time employee. Assistance is typically available for new tenure-track faculty and staff at the director level and above, exceptions will be handled on a case by case basis and will require approval of the divisional vice president.  There must be an expectation of the individual remaining in the position for longer than one year.
  • The move must take place within 12 months of the employee’s start date.
  • Should the relocated employee voluntarily terminate within his/her first 12 months of employment, the employee must refund to Bryant the full amount of the moving/relocation assistance. Utilization of moving/relocation assistance confirms your acceptance of the terms of this policy.

Allowance Amounts:

Hiring Managers and division heads must work with Human Resources to assist in determining appropriate moving allowances consistent with institutional practices.  Factors considered will include, but are not limited to, level of position, distance of move, and size of household.

Payment Method:

Employees who receive moving/relocation assistance as part of their offer of employment shall receive this assistance in the form of a moving allowance payable in their first regular paycheck.  Consistent with IRS guidelines, this allowance will be considered taxable income.

Exceptions to this policy may be approved, in advance, by the president or his/her designee.


Sponsorship Policy (Immigration)

Bryant University (“University”) Sponsorship Policy

H-1B and Permanent Resident Status

H-1B Status:

In its discretion, the University may file a petition with the United States Citizenship and Immigration Services (“USCIS”) for a nonimmigrant to come to the U.S. temporarily to perform services. Typically, the University will file the I-129 petition with the USCIS for H-1B status. Petitions may only be filed on behalf of a nonimmigrant who has accepted an appointment for tenure-track Professor, Associate Professor or Assistant Professor, full-time Lecturer or Instructor or other full-time administrative position at the University. Approval, from the President or Division Vice President, or his/her designee, is required to begin the I-129 petition process.

Based upon eligibility and approval, and as a part of the employment process, the I-129 petition is initiated and processed through the Human Resources Department.

The University will pay the required application fees when filing the I-129 petition, which currently include the base application fee plus the fraud prevention and detection fee. The University may, in its discretion, pay expenses associated with securing a written expert opinion or foreign degree equivalency. USCIS Premium Processing Service fees, attorney’s fees for representation of an employee or an employee’s dependents, or the fees associated with petitions/applications for an employee’s dependents, are not covered by the University. All approved expenses incurred by the University are charged to an employee’s division.

In connection with the filing of the I-129 (H-1B) petition on behalf of an employee, the University will comply with the terms of the Labor Condition Application for the duration of the H-1B employee’s authorized period of stay. If the H-1B employee is dismissed from employment by the University before the end of the period of authorized stay, the University will be liable for the reasonable cost of return transportation of the H-1B employee abroad if the employee provides proof, satisfactory to the University, of an intention to return home for a permanent or indefinite period.

Permanent Resident Status:

In its discretion, the University may sponsor employees (tenure-track faculty and full-time administrative staff) for Permanent Resident status. Sponsorship for Permanent Resident status is based upon the employee completing at least one-year of continuous employment with the University and achievement of a satisfactory level of job performance. Approval, from the President or Division Vice President, or his/her designee, is required to begin the Permanent Resident process.

Based upon eligibility and approval, the process to apply for Permanent Resident status (employment-based) is initiated through the Human Resources Department. The University and the employee will select an immigration attorney, from the University approved list, to represent both the University and the employee throughout the process.

The first step in the process to apply for Permanent Resident status is Labor Certification. The University will cover all expenses associated with the Labor Certification step, including, but not limited to, attorney’s fees and advertising expenses, if applicable. These expenses will be billed directly to the University. All approved expenses incurred by the University are charged to an employee’s division.

All remaining expenses associated with applying for Permanent Resident status will be the responsibility of the employee, including, but not limited to, attorney’s fees and all USCIS petition/application fees. These expenses will be billed directly to the employee.


  1. The Human Resources Department should be consulted for all immigration matters relating to new and current employees.
  2. Exceptions to this policy must be approved by the President or Division Vice President, or his/her designee.
  3. The University’s sponsorship of an employee for Nonimmigrant or Permanent Resident status does not constitute a guarantee of employment.
  4. The University reserves the right to modify this policy at any time, based upon, but not limited to, changes in applicable law.
  5. This version replaces all previous versions and does not apply to cases pending as of the version’s effective date.

Title IX and Sexual Misconduct

Sexual Misconduct & Title IX

Bryant University is committed to providing an inclusive and welcoming educational and working environment for all members of its campus community. Consistent with these values and applicable law, including Tile IX, the Clery Act and the Violence Against Women Reauthorization Act of 2013, the University maintains a comprehensive program designed to protect members of the University community from discrimination on the basis of sex or gender, which includes sexual misconduct such as sexual harassment and sexual assault, stalking and intimate partner violence.

Title IX Coordinators

Mailee Kue,  Assistant Vice President of Student Affairs
(401) 232-6448

Meaghan Trayner, Assoc. Director Human Resources
(401) 232-6015

Important Links