This Policy is the basis for the University’s commitment to maintaining a workplace and academic environment free from unlawful discrimination and harassment.
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.
The purpose of this policy is to comply with the New York State Public Health Law Article 13-E, and to assist in the creation of a healthful and comfortable environment for all students, faculty, administrators, staff visitors and any other members of the University of Rochester community.
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 the grievance procedure, which is designed to supplement the informal departmental means of resolving staff members’ problems or complaints.
A pre-placement health assessment is required of new University faculty and staff members who will have patient contact or will work in departments or positions where health assessments are mandated by law.
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.
The intent of this policy is to meet regulatory responsibility as well as ensure an environment that complements our mission as a provider of health care, research and education.
This policy establishes procedures and guidelines for attendance affected by severe weather conditions and other emergencies.