The policy is intended to ensure effective supervision, internal discipline, trust, and positive morale in the workplace, and seeks to avoid the appearance of, or potential for, favoritism, conflicts of interest, the appearance of impropriety, and conflicts of loyalty associated with nepotism.
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 recognizes the right of University staff to engage in employment opportunities outside the University. Outside employment must not conflict with the duties, responsibilities, and regular periods of work of the staff member at the University. The University relies on the judgment and integrity of the staff member to avoid conflicts with the staff member's commitment to the University
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.
This policy establishes procedures and guidelines for attendance affected by severe weather conditions and other emergencies.
The responsibility for sharing information must be centralized and controlled to minimize the University’s risk of liability for release of inappropriate information. All requests for references from sources outside the University pertaining to a current or former employee should be directed to THE WORK NUMBER. Supervisors may provide reference information to internal University sources only.
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.