Outlines the University's accordance with the New York State Paid Family Leave Act, which was effective January 1, 2018, allowing all eligible employees to receive partial wage replacement when requesting Paid Family Leave (PFL).
Effective management of vacation time, by both the department and by the staff member, should increase efficiency on the job, encourage continued employment, and reward University service.
Upon request, the University will provide current employees access to their personnel records as maintained in the Office of Human Resources and in the individual’s employing unit. Review is limited to once a year.
The University is committed to effective records retention to preserve its history, conduct the best business practices, meet legal standards, optimize the use of space, minimize the cost of record retention, and ensure that outdated and unnecessary records are destroyed.
All hourly paid staff are guaranteed at least four hours of straight-time pay as compensation for the inconvenience of being called to work other than their regularly scheduled shift.
Hourly paid staff required to be on call will be compensated for the inconvenience.
The purpose of this policy is to ensure that the process required for of policy approval is clear.
All faculty and staff are encouraged to have the University deposit their pay into a checking and/or savings account with a bank(s), financial institution and/or a credit union of their choice.
The University is required by law, when served with an income execution, wage assignment, family court support order, or federal tax levy against a faculty or staff member, to make deductions from the individual's wages until the debt has been satisfied, or as otherwise required by the order.
The University supports the use of volunteers who provide charitable services to hospitals and to other parts of the University. No volunteer, however, may perform work that is also performed by paid University employees.