Combating sexual violence is a top priority to provide for the safety of our campus community. To address this priority, and to comply with new federal requirements, all new faculty and staff are required to take an online course Building a Culture of Respect: Responding to Sexual Violence, Harassment, and Discrimination. We hope and expect that all current faculty and staff will take this new online course as part of our ongoing education and training requirements, even if you have viewed the original Respect at Cornell online program.
Policies all Supervisors should be familiar with:
Time Away From Work (includes Vacation, Holiday Time, Sick Leave, Health Care and Personal Leaves, Catastrophic Leave Donation, Funeral Leave, Jury Duty/Court Appearance, Voting Time, Military Leaves of Absence and Military Leave Policy Amendments, Volunteer Firefighter and Emergency Medical Technician Leave)
Flexibility in the Workplace - Please contact Library Human Resources if you would like additional information.
Standard Work Week, Meal Breaks, and Rest Periods
Disability Accommodation Process
Employee Complaint and Grievance Procedure
Kronos - All non-exempt (hourly), staff and students record time in kronos. Supervisors and payreps should always use the FULL/JAVA version. It is recommended that all employees who are using desktop-supported computers use the FULL/JAVA version too, as it has much better functionality. The kronos guides highlight the responsibilities for students, staff, supervisors and payreps. Upon completion of each section you will understand the process involved with collecting time, learn about in/out tabs and leave balance tabs, correction tabs and how to approve time.
All exempt and academic employees record time away in Workday. Supervisors are responsible for approving time off requests. Library Human Resources will request that a leave report be submitted annually.
- President David J. Skorton's Statement on Supporting Work-Life Balance at Cornell
- Stress Management
- Faculty and Staff Assistance Program (FSAP) - This program offers free, confidential, professional counseling and consultation services by telephone or in person. All Cornell University benefits-eligible faculty, staff and their dependents are eligible to participate.
- Emergency Cornellians Aiding and Responding to Employees (CARE) Fund
- Recognizing and Responding to Students in Distress - A University Handbook
CU's Expectations for Supervisors - Supervisors are agents of the University in their relationships with staff, faculty, students, alumni, and the general public; they are responsible for maintaining the highest standards of the University in those relationships.
New Supervisor Orientation Certificate Program - Library employees assuming a new supervisory role should plan to attend this program. Sessions are held once a week for seven weeks. Please contact Library HR to register.
- Recruiting, Interviewing and Making a Job Offer - *All endowed units must work closely with Library Human Resources throughout this process. Offers MUST be discussed and approved by Library Human Resources BEFORE being made.
- Checklist for Hiring Supervisors - Formulated to assist hiring supervisors with the procedures for getting a new hire ready to work.
- New Employee Orientation - Library Human Resources will welcome and provide library orientation materials to all new endowed staff. Regular and part-time staff hired will be scheduled to attend an onboarding session at East Hill Plaza. This meeting will streamline much of the paperwork and beginning processes for new employees. Library Human Resources will welcome and provide library orientation materials to all new endowed staff. Orientation is also conducted at the university level to give new hires a broader welcome to the Cornell community.
- Guide to Giving Employee References
- 90 Day Performance Evaluation - A 90-calendar day probationary period is required upon initial employment as a regular, nonexempt, full-time or part-time staff member. Staff returning to work from a break in service, returning to work from a university leave, or temporary staff who are appointed to a regular full-time or part-time position are also impacted. Library Human Resources will communicate with supervisors of endowed employees to ensure that this is process is completed. The intent is to provide positive feedback, reinforce good performance, or identify problems and the need for additional training.
- Performance Management - The performance management process is designed to promote communication between supervisors and staff, improve job understanding, promote more effective job performance and on-the-job staff member development, and provide a basis for salary improvement decisions. Access the various forms.