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:

A-Z Index of Cornell Policies

Building a Culture of Respect training is required for all new employees, and must be completed within 30 days of the employment start date.

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.

Disability Accommodation Process

Harassment Protocol (April 2022) and Harassment Protocol Context and Considerations (April 2022)

Meal Periods and Rest Breaks

Staff Holidays

Employee Discipline

Employee Complaint and Grievance Procedure

Sexual Harassment and Assault

Staff Transfer Policy

University Volunteers

Workday - All academics, staff and students will record time in Workday.

All benefits-eligible employees will 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.

Well-Being at Work

• 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 Recognizing and Responding to Students in Distress, 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.

• Manager's Toolkit - Information designed to assist managers in their recruitment, performance management and leadership responsibilities.
• New Employee Orientation - Library Human Resources will welcome and provide library orientation materials to all new library staff. Regular, part-time and benefits-eligible temporary staff must also schedule an appointment with the University Onboarding Center at East Hill Office building. This meeting streamlines much of the paperwork and beginning processes for new employees.
• 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. All annual performance reviews are conducted in Workday.