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Policies

Please view our policies below.

College Policies

Family and Medical Leave Act

Eligibility: any employee who has worked for the College during the previous 12-month period and for at least 1,250 hours shall be considered an "eligible employee" and shall be covered by the College's Family and Medical Leave Policy. It is intended that this policy shall be consistent with the Family and Medical Leave Act (FMLA) of 1993 and its implementing regulations. View policy

Lactation Room

Recent New York State Labor Law requires employers to provide reasonable, unpaid break time of at least 20 minutes at least once every three hours to employees to express milk for up to three years following child birth. The law also requires that employers provide a private, dedicated lactation room with the following features:

  • close proximity to the work area (within reasonable walking distance)
  • the room must be secure (with a working lock from the inside)
  • well lit (natural or artificial light)
  • a table, counter, desk or other flat surface
  • a comfortable chair
  • at least two electrical outlets
  • a refrigerator
  • close proximity to a clean water supply

Nazareth College has a dedicated Lactation Room in the lower level of the Shults Center across from the Aerobics Room. Room 165 is fully compliant and is steps away from a women's rest room. The Lactation Room has an automatic light, telephone, a new refrigerator and an inside lock for complete privacy.

Nursing mothers who plan to use this room should contact the Human Resources Department at (585)389-2065 for room access.

Domestic Partner Policy

Nazareth College recognizes the same or opposite sex domestic partners of its employees as spousal equivalents for certain benefits, to the extent permitted by law. A domestic partner and the children of a domestic partner, who meet established eligibility requirements, will be eligible for benefits. These benefits may include:

  • Participation in the College's health, dental and vision insurance, AFLAC Cancer Financial Protection Plan and Flexible Spending Account program: Subject to meeting specific dependency criteria established by carriers or by law.
  • Dependent life insurance: Available to the children of a domestic partner who are legally adopted by the Nazareth employee.
  • Tuition Remission and Tuition Exchange Programs: Available to a domestic partner and his/her children who meet eligibility requirements.
  • Long Term Care: Available to domestic partner and his/her parents or grandparents.
  • Use of College facilities: Available to domestic partner and his/her dependent children.

COBRA: A domestic partner and his/her dependent children are not eligible for COBRA continuation benefits.

I. NAZFLEX

A domestic partner and his/her children, who meet insurance plan eligibility requirements may be eligible to participate in the NazFlex plan. Coverage and effective date is the same as that defined by College policy. A domestic partner and his/her children who are dependents of part-time staff and faculty with rank and time are eligible for dependent benefits as currently defined in the Staff and Faculty Policy Manuals.

II.HEALTH, DENTAL, VISION, LIFE INSURANCE, AFLAC CANCER FINANCIAL PROTECTION AND FLEXIBLE SPENDING ACCOUNTS

Nazareth College will extend health, dental, vision, AFLAC Cancer Financial Protection and Flexible Spending Account plans, if they meet established eligibility requirements, to a same or opposite sex domestic partner of full-time, benefit-eligible faculty and staff. Employees and domestic partners must certify their relationship by completing an Affidavit of Domestic Partnership.

Dependent children of a domestic partner may also be eligible for participation in health, dental and vision insurance, dependent life insurance, AFLAC Cancer Financial Protection and Flexible Spending Account plans if they meet established eligibility requirements. An Eligibility Certification for Dependent Children of Domestic Partnership will be required to apply for dependent coverage. The employee and domestic partner may also be required to complete additional information for the health care provider of choice.

The College will contribute toward the cost of a health insurance plan covering the domestic partner and eligible dependent children. As required under federal and state regulations, additional premium costs incurred by the College as a direct result of enrolling a domestic partner and his/her children will result in a taxable benefit to the employee.

III. TUITION BENEFITS

The College will extend Tuition Remission at Nazareth College to a domestic partner of a Nazareth College employee who meets the eligibility requirements, as defined in the Affidavit of Domestic Partnership. Children of a domestic partner, who meet the eligibility requirements, as defined in the Eligibility Certification for Dependent Children of Domestic Partnership and who are claimed as dependents on the Nazareth employee's income tax return, are eligible for Tuition Remission and Tuition Exchange programs. Waiting periods for participation will apply. The tuition remission benefit does not apply to courses at St. John Fisher College.

IV. LONG TERM CARE

Nazareth College will offer Long Term Care insurance to a same or opposite sex domestic partner of full-time, benefit-eligible faculty and staff. The parents and grandparents of the domestic partner are also eligible to apply for Long Term Care insurance. This coverage is paid entirely by the employee or insured and subject to carrier approval.

V.FAMILY SICK LEAVE

Nazareth staff employees will be allowed to use three (3) of their annual sick days to care for an ill domestic partner, or the child or parent of the domestic partner. A doctor's statement may be required attesting to the need for the employee's assistance.

VI.FAMILY MEDICAL LEAVE

Employees of Nazareth College are eligible to apply for the Family Medical Leave Act to care for their domestic partner, the dependent children, or immediate family members of their domestic partner, as defined in the Staff Policy Manual.

VII.BEREAVEMENT

A Nazareth employee would be allowed bereavement days to attend the calling hours or funeral of their domestic partner or immediate family members of a domestic partner, as defined in the Staff Policy Manual.

VIII.COLLEGE FACILITY PRIVILEGES

Nazareth College will issue to a domestic partner and his/her dependent children a College Recreation Card. This card may be used for library privilege, access to athletic facilities and discount tickets for Arts Center events.

IX. COBRA RIGHTS AFTER TERMINATION OF DOMESTIC PARTNERSHIP

The Human Resources Department of Nazareth College must be notified, in writing, by the employee, within 31 days of ending the domestic partnership, or if there is any change in the eligibility status of any of the employee's dependents, which would make him/her ineligible for benefit coverage. Once the relationship is terminated, the domestic partner and his/her dependent children will no longer be eligible for benefits. Health insurance continuation benefits under COBRA is not available to a former domestic partner and his/her covered dependent children. The Affidavit of Domestic Partnership provides further information. Nazareth College reserves the right to change or terminate any or all benefits, for any reason, at its sole discretion.

Staff performing additional work for the college

Staff employees at Nazareth College occasionally perform other work for the College outside of their primary job responsibilities (teach a class, coach, freelance writing, etc.) and are paid for their services. As the College continues to grow, there may be more staff employees who take on these additional assignments.

Before an additional assignment is accepted by a staff employee, the ADDITIONAL COLLEGE WORK REQUEST FORM FOR STAFF EMPLOYEES must be completed in its entirety and all necessary approvals must be obtained (requesting supervisor, employee's direct supervisor and Human Resources) before the work begins. This process requires the employee's supervisor to review the anticipated time commitment involved and consider the staff employee's performance in their current role as well as how the additional assignment may impact job performance going forward. In addition, Department of Labor regulations concerning overtime pay necessitate prior approval from the Associate Vice President of Human Resources.

The College regards full-time employment as a full-time, professional commitment. Anyone considering additional internal work is subject to the following requirements and conditions:

  • A full-time employee who accepts full-time employment at the College assumes a primary professional obligation to the College in connection with the full-time position. Any other additional internal work assignment(s) must be understood to be secondary to his/her full-time work for the College.
  • Payment for an additional internal assignment is extraneous to an employee's regular salary and benefits are not paid in connection with the supplemental salary.

Drug Free Work Environment

NYS Blood Donation Leave Law

Smoking Policy

Nazareth College of Rochester has the responsibility of providing and maintaining a safe and healthy work environment.

Nazareth College has adopted the following policy effective January 1, 2008:

GUIDELINES

Smoking is prohibited in all College vehicles and buildings (including offices, stairwells, restrooms, hallways or lounges), and residence halls, with the exception of student rooms where all occupants agree to permit smoking. In addition, smoking is prohibited in the tunnel system and the Cloister Walk between Smyth Hall and the Otto A. Shults Community Center.

Smoking is prohibited within 20 feet of any entrance or air intake location, or on main walkways to buildings where other individuals must pass to enter a building, even if it is more than 20 feet from an entrance.

Employees may use the designated outdoor "smoking huts."

POSTING REQUIREMENTS

Signs are posted at all entrances to College buildings or as required by local regulations, advising that smoking is prohibited in all areas of the facility.

The Human Resources Department will provide a copy of this policy to prospective staff or faculty members.

RESPONSIBILITIES

Self-enforcement is expected in complying with these regulations; if necessary, supervision and management are responsible for the administration of this policy.

Questions or additional information concerning the Smoking Policy should be referred to the Human Resources Department.

DISCIPLINARY PROCESS

Faculty, staff and students who fail to comply with the Monroe County and College smoking requirements will be subject to appropriate disciplinary procedures.

Excerpts from Article VI of the Monroe County Sanitation Code are as follows:

Regulations for Smoking in Public Places and Worksites:

569-50.0 Smoking: Inhaling of, exhaling of, burning of or carrying of any lighted cigar, cigarette, weed or other plant in any manner of in any form. Public Place: Any area to which the public is invited or in which the public is permitted (i.e. educational facilities, indoor recreational facilities, theaters, common areas of multiple dwelling units.)

Spectator Facilities: Any indoor or outdoor facility where members of the general public assemble to view or participate in scheduled events.

Sports Arena: Any indoor or outdoor stadium, sports pavilions, and other similar places where members of the general public assemble to engage in physical exercise, participate in athletic competition or witness sports events.

569-52 Smoking in public places: Smoking shall be prohibited in all enclosed public places within the County of Monroe including but not limited to the following places: all areas available to and customarily used by the general public in all businesses and non-profit entities patronized by the public, to include: galleries, libraries, exhibition halls, sports arenas, spectator facilities, theaters, restrooms, etc.

569-52.1 Smoking in places of employment: It shall be the responsibility of the employers to provide a smoke-free worksite for all employees, but employers are not required to incur any expense to do so.

Smoking shall be prohibited in all enclosed facilities within a place of employment without exception, to include building entryways, loading docks, garages, stairways and vehicles.

The smoking policy shall be communicated to all employees. All employers shall supply a written copy of the smoking policy upon request to any existing or prospective employee.

569-52.4 Additional responsibilities of management: Provide ashtrays and smoking receptacles where smoking is permitted by this article and maintain locations where smoking is prohibited free of ashtrays or smoking receptacles.

569-52.6 No Smoking Signs shall be prominently posted in every place where smoking is regulated by this article.

The entity that controls the use of indoor areas (including entrance ways) open to the public in which smoking is prohibited shall designate an agent responsible for informing individuals in violation that smoking is not permitted pursuant to this article.

Reporting of Wrongful Conduct (WHISTLEBLOWER POLICY)

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