Subject to certain exceptions outlined within this policy, the University will not discharge or discriminate against any employee or applicant for employment because the employee or applicant has inquired about, discussed, or disclosed their own compensation or the compensation of another employee or applicant.
Search & Filter Policies
This policy outlines the limitations and restrictions the University has with regard to all forms of political activity.
This policy outlines limitations on solicitation, canvassing, and leafleting on University premises.
This policy outlines the grievance procedure, which is designed to supplement the informal departmental means of resolving staff members’ problems or complaints.
Hourly-paid staff required to work an evening shift will receive a $.75 per hour shift differential. Hourly-paid staff required to work the night shift will receive $1.00 per hour shift differential. The shift differential is paid in addition to the regular hourly rate for all hours worked on the shift.
On occasion, hourly paid staff may be required to work outside of their current classification or assume additional responsibilities for a short-term period of up to four weeks. The work to be performed must be documented and reviewed by Human Resources and approval from the primary department must be obtained prior to a commitment being made.
It is the University’s intent that all employees receive an uninterrupted meal period when they work a shift of more than 6 hours; consistent with New York State Labor Law.
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 Policy is the basis for the University’s commitment to maintaining a workplace and academic environment free from unlawful discrimination and harassment.
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.