This policy details what to do if a faculty or staff member has had a verified workplace exposure, developed in 2020 amid the Coronavirus pandemic.
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This policy outlines the limitations and restrictions the University has with regard to all forms of political activity.
Hiring Replacements for Staff Members on an Approved Work-Related or Non-Work-Related Illness or Injury Absence
The University will hold a staff position open for a reasonable period of time during an approved work related (Workers’ Compensation) or non-work related (Short-Term Sick Leave) absence and/or after Family Medical Leave (FML) is exhausted and except in cases in which undue hardship is clearly established or where the need for continuing leave is determined to be indefinite.
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.
This Policy is the basis for the University’s commitment to maintaining a workplace and academic environment free from unlawful discrimination and harassment.
This policy establishes procedures and guidelines for attendance affected by severe weather conditions and other emergencies.
This policy's purpose is to define the classifications of data, introduce some appropriate handling measures, and present the required security controls associated with the data classification to establish consistency across the organization.
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.
The policy complies with the provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), in regard to benefits and re-employment rights for, and non-discrimination against employees called to, active military duty, as defined above.