Explore Policies & Procedures

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.

This policy establishes guidelines and procedures for compensation administration, in compliance with federal and state labor laws.

Situations requiring overtime pay should be avoided whenever possible. When work demands require a staff member to work in excess of 40 hours in a work week the staff member is eligible for and must be paid overtime pay at a rate of one and one-half times the employee's regular hourly rate of pay for the work week.

This Policy establishes family, medical, and servicemember family leaves of absence in accordance with the Family and Medical Leave Act of 1993 (FMLA), as amended.

The Short-Term Disability pays all or part of basic salary for an eligible individual who is absent from work for a period exceeding 7 calendar days due to an illness or disability that is not related to the job and which prevents the individual from performing University duties and responsibilities.

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.

All hourly paid staff are guaranteed at least four hours of straight-time pay as compensation for the inconvenience of being called to work other than their regularly scheduled shift.

Hourly paid staff required to be on call will be compensated for the inconvenience.

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.

All faculty and staff are encouraged to have the University deposit their pay into a checking and/or savings account with a bank(s), financial institution and/or a credit union of their choice.