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 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 outlines the guidelines and procedures for the Travel-Accident Insurance Plan, which provides insurance in case of accidental death or dismemberment of covered individuals traveling on University business away from the principal place of employment.
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.
A layoff is defined as an action involving the reduction of staff necessitated by lack of work or other reasons. As described more fully below, employees will be selected for layoff on the basis of a criteria-based evaluation of ability, performance and seniority, with the greatest emphasis being placed ability, then performance, and then seniority. Recalls to work will generally be in the reverse order of layoffs. Note: Department administrators must contact Human Resources (HR) for assistance with planning the restructuring of their organizations and planning and implementing layoffs.
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.
This policy establishes guidelines and procedures for compensation administration, in compliance with federal and state labor laws.
Each faculty and staff member is expected to promptly notify his or her department head and the Office of Human Resources of changes to name, home address and telephone number. The Office of Human Resources, Administrative Services should be notified of changes in marital status, spouse’s name, number of dependents and beneficiaries in order to assure proper benefits administration.
The University establishes and maintains schedules of work which are compatible with the needs of its diverse operating units and in compliance with government laws and regulations.
Situations requiring overtime pay should be avoided whenever possible. When work demands require a staff member to work in excess of 40 hours in a work week the staff member is eligible for and must be paid overtime pay at a rate of one and one-half times the employee's regular hourly rate of pay for the work week.