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 members鈥� 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 employee鈥檚 ability to acclimate to the organization鈥檚 culture, to assess general working habits (punctuality, attendance, working relationships, etc.) and to evaluate the employee鈥檚 ability to meet performance standards.
Hourly-paid staff required to work an evening shift will receive a $.75 per hour shift differential. Hourly-paid staff required to work the night shift will receive $1.00 per hour shift differential. The shift differential is paid in addition to the regular hourly rate for all hours worked on the shift.
This policy provides guidelines and advice to supervisors regarding absenteeism and balancing paid leave protection with the University's right to a reasonable standard of attendance.
All final candidates in listed positions will be required to have a drug screening test. All offers will be made contingent upon successful completion of the drug test.
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.
On occasion, hourly paid staff may be required to work outside of their current classification or assume additional responsibilities for a short-term period of up to four weeks. The work to be performed must be documented and reviewed by Human Resources and approval from the primary department must be obtained prior to a commitment being made.