HR Working Guide : University of Rochester

HR Working Guide

Working Guide - Getting Started

Americans with Disabilities Act (ADA)

Policy Summary: The Americans with Disabilities Act (ADA) is legislation designed to mutually benefit individuals with disabilities and employers. In general, an employer must provide equal access to employment opportunities and make reasonable accommodations for a qualified applicant or employee with a disability to enjoy the same benefits and privileges as an applicant or employee without a disability. Departments are encouraged to contact the Office of Human Resources for assistance during the hiring and recruitment process, and with issues regarding current employees. University Disability Resources provides additional guidance in support of these issues.

See Policy 103 and Policy 104

Attendance Control

Policy Summary: It is the responsibility of each employee to follow his or her assigned work schedule and to report to work on time. Absence without previous permission or without notifying your supervisor may be subject to corrective action, including termination.

See Policy 152

Code of Conduct

Summary: The University of Rochester is committed to the highest standards of ethical and professional conduct. The Board of Trustees and the executive leadership expect that each individual conducting business on behalf of the University will adhere to those standards in the performance of her/his duties.

Dress

Policy Summary: As a University employee you are expected to dress in professionally appropriate attire as designated by your department and communicated by your immediate supervisor.

See Policy 157

General Personnel Policies

Policy Summary: The University of Rochester values diversity and is committed to equal opportunity for persons regardless of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation or any other status protected by law. Further, the University complies with all applicable non-discrimination laws in the administration of its policies, admissions, employment, and access to and treatment in University programs and activities.

The University’s respect for each individual is fundamental. This philosophy dictates that all personnel decisions and actions be based on individual qualifications for the work, and most particularly, the individual’s job performance which is directly supportive of University objectives and goals. In recognition of the vital contributions of faculty and staff to the work of the University, it is University policy to promote from within, giving preference in filling jobs to those qualified individuals who are already employed.

See Policy 100, Policy 102, Policy 103, Policy 104, Policy 133 and Policy 139

Identification Cards

Policy Summary: The University provides all newly hired employees with identification cards that should be worn at all times. In addition to identifying you to patients, students, co-workers and visitors, this card also provides access to certain parking lots, buildings and departments. It also enables employees to utilize University services. Lost cards should be reported immediately to ID Services.

See Policy 371

Loss of, or Damage to Personal Property

Policy Summary: You are responsible for all personal property on University premises. The University is not liable for personal property loss or damage occurring on University premises unless the loss or damage is a direct result of the University’s negligence.

See Policy 163

New Hire Orientation

Policy Summary: All newly hired staff to the University are welcomed at a weekly general orientation. Attendance at this program is required as it is here that necessary information regarding policies, procedures and available services is provided. Mandatory information regarding OSHA, Joint Commission and other regulatory issues is also presented. Departments are responsible for providing specific orientation regarding work standards and departmental policies/procedures.

See Policy 130

Probationary Period

Policy Summary: All hourly paid, nonexempt staff who are newly hired or who have transferred from another position within the University, are required to satisfy a probationary period. The probationary period provides an opportunity for employees to become orientated to new positions as well as for supervisors to evaluate the employee’s progress in meeting performance standards. Your immediate supervisor will explain the length of your probation and standards to be met. Salaried and hourly paid exempt staff members do not have a probationary period but are expected to meet all expectations by the end of one year.

See Policy 169

Reinstatement of Previous Service Time When Rehired

Policy Summary: Faculty and staff members rehired to a benefit-eligible (full or part-time) position at the University within five years of their termination will have previous benefit-eligible University service reinstated at time of rehire and their service date adjusted accordingly.

See Policy 134

Salaried and Hourly Paid Employees

Policy Summary: University of Rochester employees are paid on either a salaried or hourly basis. Hourly positions are covered by the provisions of the Fair Labor Standards Act (FLSA), a federal wage and hour law. FLSA requires that staff in these positions report hours and be paid for all hours worked. Salaried positions are exempt from the provisions of the FLSA.

See Policy 172 and Policy 413

Work Schedules — Meal and Rest Periods

Policy Summary: Employees who work more than 6 hours should be scheduled for an unpaid and uninterrupted meal period of at least 30 minutes. Meal periods are intended to be a time for relaxation, preferably away from the work area. Where operationally possible, employees working continuously for 3.5 to 4 hours will be provided with paid rest periods of not more than 15 minutes. Scheduling of meal and rest periods will occur at times that are compliant with regulations and policies and convenient to departmental operations.

Breaks for nursing mothers: A reasonable break time each day shall be provided to allow employees to express breast milk for nursing children. These break times may be provided for up to three years following childbirth. The break time may be a separate unpaid break, or the use of a paid meal or rest period may be utilized.

Time off for blood donation: For donations at off-premise locations, employees will be allowed unpaid leave of up to three hours’ duration per calendar year during the employee’s regular work schedule. For donations at on-premise (University designated) shall be allowed paid time to donate blood (2) times per year without the use of accumulated leave time.

See Policy 172