Explore Policies & Procedures

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

This policy provides Medical Center employees with education and information about the Medical Center Compliance Program, certain laws that relate to the submission of claims to Medicare and Medicaid and protections for individuals who report potential billing problems.

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.

The University will ensure that minority group individuals, females, protected veterans, and qualified disabled persons have equal opportunity and access to the University’s workforce and equal opportunity as employees with respect to all aspects of employment.

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

Some work locations at the University may, because of the nature of the work, pose potential risks to the reproductive health of employees. This policy states the University's commitment to minimizing risks and providing education and information to help employees make informed decisions about exposure to potential health risks.

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.

The responsibility for sharing information must be centralized and controlled to minimize the University’s risk of liability for release of inappropriate information. All requests for references from sources outside the University pertaining to a current or former employee should be directed to THE WORK NUMBER. Supervisors may provide reference information to internal University sources only.