Explore Policies & Procedures
Policies help keep the University of Rochester a safe, respectful, productive, and positive academic and health care workplace. On this page, you can explore, access, and review policies relevant to your current or future needs.
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Policy Against Discrimination, Harassment, and Discriminatory Employment/Service Practices
This Policy is the basis for the University’s commitment to maintaining a workplace and academic environment free from unlawful discrimination and harassment.
COVID-19 Healthcare Provider Vaccination Policy
The University Policy COVID-19 Healthcare Provider Vaccination Policy is no longer in effect. For more information, please see the University COVID-19 Resource Center.
Time Off to Receive a COVID-19 Vaccine
In accordance with New York State law, eligible employees are entitled to take up to four hours of protected time off from work, with pay, to receive a COVID-19 vaccine.
Financial Aid Code of Conduct and Policy on Private Lending
This Code of Conduct describes the policies and rules relating to student loans. The University is committed to allowing students complete freedom of choice in how they pay for their education.
Compensation Discussions and Disclosures
Subject to certain exceptions outlined within this policy, the University will not discharge or discriminate against any employee or applicant for employment because the employee or applicant has inquired about, discussed, or disclosed their own compensation or the compensation of another employee or applicant.
Tobacco-Free Institution
The purpose of this policy is to comply with the New York State Public Health Law Article 13-E, and to assist in the creation of a healthful and comfortable environment for all students, faculty, administrators, staff visitors and any other members of the University of Rochester community.
Grievance Procedure
This policy outlines the grievance procedure, which is designed to supplement the informal departmental means of resolving staff members’ problems or complaints.
Probationary Period
The purpose of the probationary period is to provide supervisors the opportunity to evaluate a new or transferred employee’s ability to acclimate to the organization’s culture, to assess general working habits (punctuality, attendance, working relationships, etc.) and to evaluate the employee’s ability to meet performance standards.
Shift Differential
Hourly-paid staff required to work an evening shift will receive a $.75 per hour shift differential. Hourly-paid staff required to work the night shift will receive $1.00 per hour shift differential. The shift differential is paid in addition to the regular hourly rate for all hours worked on the shift.