This policy outlines the grievance procedure, which is designed to supplement the informal departmental means of resolving staff members’ problems or complaints.
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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.
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.
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 is the basis for the University’s commitment to maintaining a workplace and academic environment free from unlawful discrimination and harassment.
The University is committed to the development and maintenance of a drug-free environment, and will not tolerate the unlawful possession and use of controlled substances (drugs) on its premises. The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in and on property owned or controlled by the University.
When an employee’s conduct interferes with the orderly and efficient operation of the University, or an employee’s performance does not meet the expectations or requirements of the job, the University may take corrective action.
When any University business transaction under consideration presents the potential for a conflict of interest, or the appearance of one, the faculty or staff member concerned shall not be involved in the transaction, and the University shall act in accordance with the following guidelines and procedures.
Actions at the University of Rochester are governed by the guidelines set forth in this policy as well as others. All members of the University community are expected to act professionally and treat others with respect when representing the University, whether that be internally when working with colleagues or externally with our community while engaged in a University-related activity.