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.
The principal purpose of the performance evaluation is to provide two-way communication between a supervisor and an employee about the individual's work performance and to establish goals for the upcoming year.
This policy outlines the guidelines Organizational Development and Staff Diversity (ODSD) uses for Staff education and development opportunities.
This policy outlines limitations on solicitation, canvassing, and leafleting on University premises.
The University is not liable for loss of, or damage to, personal property occurring on University premises unless such loss or damage is a direct result of University negligence and not the result of fault or negligence on the part of the owner.
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 expects that employees' appearance, personal hygiene, and dress will be neat, clean and appropriate to the function they perform at the University. More specific guidelines or rules may be established by department heads when necessary based on the nature of the work.
This onboarding program is mandatory for all new staff and those who have been rehired. Those employees changing from non-bargaining unit positions into bargaining unit positions will need to attend the session related to their bargaining unit. Faculty members may attend the general onboarding program upon request.
A layoff is defined as an action involving the reduction of staff necessitated by lack of work or other reasons. As described more fully below, employees will be selected for layoff on the basis of a criteria-based evaluation of ability, performance and seniority, with the greatest emphasis being placed ability, then performance, and then seniority. Recalls to work will generally be in the reverse order of layoffs. Note: Department administrators must contact Human Resources (HR) for assistance with planning the restructuring of their organizations and planning and implementing layoffs.
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.