This policy establishes the policy and process for assessing whether an individual performing work or services for the University is properly classified as a University employee or as an independent contractor.
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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 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.
Faculty and staff members who leave the University in a benefit eligible (full-time or part-time) status, and are subsequently rehired to a benefit eligible (full or part-time) status at the University within five years of their termination date, will have previous benefit eligible University service reinstated at time of rehire and their service date adjusted accordingly.
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.
The determination of each operating unit's staff requirements, and the designation of jobs in their units including vacancies to be filled, are responsibilities of the dean, director, and department head. The Office of Human Resources has general responsibility for facilitating the hiring process.
Employment of persons age 16 to 18 is governed by New York State and Federal Child Labor Law. University policy prohibits hiring anyone less than 16 years of age.
The purpose of this policy is to require that departments wanting to hire or reassign an individual who will work out-of-state must seek and obtain the advance review and approval of the Associate Vice President of Human Resources before hiring or reassignment.