Understanding Your Offer

We understand and respect that your chosen name is an important part of your identity. However, we are required to use your legal name for all official HR and payroll documentation to mitigate any potentially adverse impacts (e.g., difficulty filing income taxes, penalties for delays in filing, and delays in refund payments if applicable.)

This start date is contingent upon timely completion of all pre-employment screenings and may need to be pushed back if there are any delays in the onboarding process.

The flexible work arrangements outlined in Rutgers Policy 60.3.22 are part of a pilot program through August 31, 2025. Flexible work arrangements are not permanent, are subject to change, and contingent on the employee receiving approval in the FlexWork@RU Application System after discussions with your Hiring Manager.

Exempt positions are not eligible for overtime based on the Fair Labor Standards Act (FLSA). For the purposes of some university policies, you may see exempt positions referred to as NL or no limit positions.

Non-exempt positions may be entitled to receive overtime compensation in accordance with the FLSA, University policy, and the terms and conditions of their collective negotiations agreement. For the purposes of some university policies, you may see non-exempt positions referred to as NE positions.

Not covered: This position is not covered under a Collective Negotiations Agreement and is "at-will." Your employment may be terminated with or without cause, and with or without notice, at any time.

Covered: This position is covered under the Collective Negotiations Agreement noted on your offer of employment term sheet. A union representative may contact you to discuss membership.

You may be asked to provide original documents to a Human Resources or Hiring Unit Representative. Continued employment may be contingent upon a valid license, certification, or permit.