Explore Policies & Procedures

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.

Faculty and staff may be eligible for Unemployment Insurance compensation when their employment at the University is terminated under circumstances that meet the eligibility criteria established by the law and the applicable regulations of the New York State Department of Labor.

This policy outlines the guidelines and procedures for the Travel-Accident Insurance Plan, which provides insurance in case of accidental death or dismemberment of covered individuals traveling on University business away from the principal place of employment.

All programs involving transfer of responsibility for supervision and control of minors and children from parents or guardians to the University (or to a third party permitted by contract to use University facilities for such programs) and meeting the further definitions in this section must comply with the minimum standards for such programs as defined by the University in this policy.

The responsibility for sharing information must be centralized and controlled to minimize the University’s risk of liability for release of inappropriate information. All requests for references from sources outside the University pertaining to a current or former employee should be directed to THE WORK NUMBER. Supervisors may provide reference information to internal University sources only.

The University is committed to effective records retention to preserve its history, conduct the best business practices, meet legal standards, optimize the use of space, minimize the cost of record retention, and ensure that outdated and unnecessary records are destroyed.