Explore Policies & Procedures

This policy details what to do for an absence due to Coronavirus (COVID-19) exposure

The University Policy COVID-19 Healthcare Provider Vaccination Policy is no longer in effect. For more information, please see the University COVID-19 Resource Center.

In accordance with New York State law, eligible employees are entitled to take up to four hours of protected time off from work, with pay, to receive a COVID-19 vaccine.

This policy details what to do if an employee has had a verified workplace exposure, developed amid the coronavirus pandemic.

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 establishes procedures and guidelines for attendance affected by severe weather conditions and other emergencies.

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.