The policy is intended to ensure effective supervision, internal discipline, trust, and positive morale in the workplace, and seeks to avoid the appearance of, or potential for, favoritism, conflicts of interest, the appearance of impropriety, and conflicts of loyalty associated with nepotism.
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 establishes the grounds for testing and testing process for purposes of determining whether covered individuals are engaged in substance abuse in violation of University policy.
The intent of this policy is to meet regulatory responsibility as well as ensure an environment that complements our mission as a provider of health care, research and education.
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.
When any University business transaction under consideration presents the potential for a conflict of interest, or the appearance of one, the faculty or staff member concerned shall not be involved in the transaction, and the University shall act in accordance with the following guidelines and procedures.
Upon request, the University will provide current employees access to their personnel records as maintained in the Office of Human Resources and in the individual’s employing unit. Review is limited to once a year.