Policies Loop
Policy Number:
106
This Policy is the basis for the University’s commitment to maintaining a workplace and academic environment free from unlawful discrimination and harassment.
Conduct & Community Standards, General Administration, Human Resources
Policy Number:
196
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.
Compensation & Benefits, Conduct & Community Standards
Policy Number:
273
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.
Compensation & Benefits, Employment & Staffing
Policy Number:
119
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.
Compensation & Benefits, Employment & Staffing, Human Resources
Policy Number:
160
This policy outlines the grievance procedure, which is designed to supplement the informal departmental means of resolving staff members’ problems or complaints.
Conduct & Community Standards, Human Resources
Policy Number:
102
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.
Conduct & Community Standards, Employment & Staffing, Human Resources, Records & Compliance
Policy Number:
354
A layoff is defined as an action involving the reduction of staff necessitated by lack of work or other reasons. As described more fully below, employees will be selected for layoff on the basis of a criteria-based evaluation of ability, performance and seniority, with the greatest emphasis being placed ability, then performance, and then seniority. Recalls to work will generally be in the reverse order of layoffs. Note: Department administrators must contact Human Resources (HR) for assistance with planning the restructuring of their organizations and planning and implementing layoffs.
Employment & Staffing
Policy Number:
413
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.
Records & Compliance
Policy Number:
406
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.
Employment & Staffing, Human Resources, Records & Compliance
Policy Number:
401
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.
Human Resources, Records & Compliance