This policy provides Medical Center employees with education and information about the Medical Center Compliance Program, certain laws that relate to the submission of claims to Medicare and Medicaid and protections for individuals who report potential billing problems.
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This policy establishes guidelines for the voluntary and involuntary termination of university staff.
Guidelines and procedures regarding the death of a faculty or staff member, to be followed with tact and sensitivity and modified when individual circumstances warrant.
This policy provides guidelines and advice to supervisors regarding absenteeism and balancing paid leave protection with the University's right to a reasonable standard of attendance.
The University will ensure that minority group individuals, females, protected veterans, and qualified disabled persons have equal opportunity and access to the University’s workforce and equal opportunity as employees with respect to all aspects of employment.
This onboarding program is mandatory for all new staff and those who have been rehired. Those employees changing from non-bargaining unit positions into bargaining unit positions will need to attend the session related to their bargaining unit. Faculty members may attend the general onboarding program upon request.
Orderly pay and benefits administration as well as compliance with state and federal regulations require that a record of actual hours worked be maintained on a daily basis for all nonexempt (hourly-paid) staff. Accurate records of paid non-work time (with the exception of sick time, unless it is the beginning of a disability) must also be maintained for exempt (salaried) staff.
Each faculty and staff member is expected to promptly notify his or her department head and the Office of Human Resources of changes to name, home address and telephone number. The Office of Human Resources, Administrative Services should be notified of changes in marital status, spouse’s name, number of dependents and beneficiaries in order to assure proper benefits administration.
In the event of the arrest of a staff member for an offense which does not involve a violation of University policy, the University's action will be guided by the principle that the individual is presumed innocent unless found guilty by the court.
Actions at the University of Rochester are governed by the guidelines set forth in this policy as well as others. All members of the University community are expected to act professionally and treat others with respect when representing the University, whether that be internally when working with colleagues or externally with our community while engaged in a University-related activity.