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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

The University will hold a staff position open for a reasonable period of time during an approved work related (WorkersÌÇÐÄ´«Ã½™ Compensation) or non-work related (Short-Term Sick Leave) absence and/or after Family Medical Leave (FML) is exhausted and except in cases in which undue hardship is clearly established or where the need for continuing leave is determined to be indefinite.

Faculty and staff may be eligible for Unemployment Insurance compensation when their employment at the University is terminated under circumstances that meet the eligibility criteria established by the law and the applicable regulations of the New York State Department of Labor.

This policy outlines limitations on solicitation, canvassing, and leafleting on University premises.

Guidelines and procedures regarding the death of a faculty or staff member, to be followed with tact and sensitivity and modified when individual circumstances warrant.

The University is not liable for loss of, or damage to, personal property occurring on University premises unless such loss or damage is a direct result of University negligence and not the result of fault or negligence on the part of the owner.

This policy outlines the grievance procedure, which is designed to supplement the informal departmental means of resolving staff membersÌÇÐÄ´«Ã½™ problems or complaints.

This policy provides guidelines for departments regarding flexibility in work schedules for staff members who are unable to work regular full-time or regular part-time hours throughout the year.

This policy establishes the grounds for testing and testing process for purposes of determining whether covered individuals are engaged in substance abuse in violation of University policy.

The purpose of the probationary period is to provide supervisors the opportunity to evaluate a new or transferred employeeÌÇÐÄ´«Ã½™s ability to acclimate to the organizationÌÇÐÄ´«Ã½™s culture, to assess general working habits (punctuality, attendance, working relationships, etc.) and to evaluate the employeeÌÇÐÄ´«Ã½™s ability to meet performance standards.