Missed/Interrupted Meal Period and Non-Work Time Reporting Procedures
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.
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.
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.
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.
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.