Explore Policies & Procedures

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

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

The purpose of this policy is to comply with the New York State Public Health Law Article 13-E, and to assist in the creation of a healthful and comfortable environment for all students, faculty, administrators, staff visitors and any other members of the University of Rochester community.

The University will not knowingly employ or continue to employ persons who do not meet the requirements of federal laws pertaining to immigration and naturalization. Further, all employees must complete the U. S. Citizenship and Immigration Service’s (USCIS) Employment Eligibility Verification, Form I-9, as per USCIS guidelines.

This policy establishes guidelines for the voluntary and involuntary termination of university staff.

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.

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.

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.

The purpose of the probationary period is to provide supervisors the opportunity to evaluate a new or transferred employee’s ability to acclimate to the organization’s culture, to assess general working habits (punctuality, attendance, working relationships, etc.) and to evaluate the employee’s ability to meet performance standards.

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.