Explore Policies & Procedures

This policy details what to do for an absence due to Coronavirus (COVID-19) exposure

The University Policy COVID-19 Healthcare Provider Vaccination Policy is no longer in effect.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.

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.

This policy details what to do if an employee has had a verified workplace exposure, developed amid the coronavirus pandemic.

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.

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.

The University will hold a staff position open for a reasonable period of time during an approved work related (Workers’ Compensation) or non-work related (Short-Term Sick Leave) absence and/or after Family Medical Leave (FML) is exhausted and except in cases in which undue hardship is clearly established or where the need for continuing leave is determined to be indefinite.

This policy outlines the grievance procedure, which is designed to supplement the informal departmental means of resolving staff members’ problems or complaints.

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.

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.