Policies By Categories
A list of policies by categories. Some policies are confidential and will need you to login into MyNU to view.
Employment & Workplace
| Policy | Purpose | Sector | Division | Department |
|---|---|---|---|---|
| Children's Camp Model Safety Plan | A template to modify as needed per the Camps & Clinics for Minors Policy ; Modifications not to be used without officer approval. All children's camps at Niagara University are required to complete a camp safety outline and ensure that the camp adheres to everything indicated in this document. | University | Operations | President's Office |
| Travel During COVID-19 | All Niagara University employees are asked to avoid high-risk travel, whether for university business or personal reasons. | Appendices | Human Resources | Human Resources |
| Paid Sick Leave | Article 6, section 196-b of the New York State Labor Law requires Niagara University to provide paid sick leave to certain employment groups who have not received paid sick leave previously. | Appendices | Human Resources | Human Resources |
| Chemical Exposure Response | Broad guidelines in response to chemical exposure | Operations and Finance | Business Services | |
| Registrar's Policy and Procedure for Transcript Notation per New York Education Law 129-B | Compliance with NYS Education Law Article 129-B with regard to transcript notation | University | Registrar | Records Office |
| Title IX Grievance Policy | Covers instiutional awareness and response to assault, domestic violence, dating violence, and stalking, as required by Title IX and the New York State Education Law | Appendices | Title IX Coordinator | Equity and Inclusion |
| Electric Vehicle Charging Station (EVCS) | Define driver responsibility, driver etiquette, charging station safety requirements, and restrictions for privately owned electric vehicles while charging at the designated EVCS locations on campus. | Finance and Operations | Operations & Finance | Facility Services |
| Bereavement Leave | Described is the policy concerning Bereavement Compensation and time off procedures for all eligible employees. | Executive Vice President | Human Resources | |
| Survivor Benefits | Described is the University's Policy on providing benefits to a surviving spouse and/or dependent child(ren) in the event of the death of a University employee. | Executive Vice President | Human Resources | |
| Paid Family Leave Policy | Effective January 1, 2018, Niagara University will provide paid leave (up to a certain percentage of your weekly wages) to eligible non-faculty employees pursuant to New York’s Paid Family Leave Act. | Finance and Operations | Office of Human Resources | Human Resources |
| Employment-Based Immigration Policy for US Employees | Employment authorization and sponsorship for US employees. | Finance and Operations | Human Resources | Human Resources |
| Enforcement of Parking | Enforcement of university parking regulations | University | Student Affairs | Campus Safety |
| Part-time Faculty | Establish compliance and hiring procedures for part-time faculty positions. | Finance and Operations | Human Resources | Human Resources |
| Non-Fraternization Policy | Explains both guidelines and procedures regarding Intra-University relationships | University/ Overseen by Executive Vice President | Executive Vice Presidents Office | |
| Acceptable Use of Electronic Resources | Guidance regarding use of university technology | University | EVP | Information Technology |
| Vacation Pay | Guidance to non-exempt full time and regular part time employees | Executive Vice President | Human Resources | Human Resources |
| Digital Signage | Guide on composing content for digital signage | Executive Vice President | Public Relations | Public Relations |
| Corporate Credit Card Program | How to obtain a corporate credit card. | Finance and Operations | Operations & Finance | Business Affairs |
| Return to Work Policy Statement | It is the goal of Niagara University to keep employees safe and healthy while at work. It is our policy that all accidents are reported, thoroughly investigated, and that appropriate action is taken to prevent similar events from recurring. | Appendices | Human Resources | Human Resources |
| Health Insurance | It is the policy of the University to offer group Health Insurance benefits to eligible employees. | Executive Vice President | Human Resources | |
| COVID-19 Paid Quarantine Leave | New York law extends paid leave to employees’ subject to a mandatory or precautionary quarantine order. This policy is designed to inform employees of their rights under this law and applicable University procedures. | Appendices | Human Resources | Human Resources |
| University Policy Pre and Post Employment Background Checks - Ontario | Niagara University (the “University”) is committed to hiring, retaining, and promoting employees in a manner that balances that best interests of the University, the academic environment, and the individuals affected by such decisions. | University | Human Resources | Human Resources |
| Niagara University Workplace Harassment and Sexual Harassment Prevention Policy - Ontario | Niagara University (the “University”) is committed to providing a professional and productive work environment that is free from harassment of any kind. | University | Ontario Program | Ontario Administration |
| Workplace Health and Safety Policy - Ontario | Niagara University (the “University”) is committed to providing a work environment that promotes the health and safety of employees by developing, implementing and maintaining safety standards. | University | Human Resources | Human Resources |
| Workplace Violence Prevention Policy and Program - Ontario | Niagara University (the “University”) is committed to providing a working environment that is free from violence, including threats of violence. | University | Human Resources | Human Resources |
| University Safety Policy Statement | Niagara University aims to maintain a safe and healthy environment for students, faculty, staff, and visitors and to improve the university’s culture of safety. | Appendices | Human Resources | Human Resources |
| Acceptable Use of Electronic Resources | Niagara University is a not-for-profit university, and its facilities, including computer and data resources, are to be used in furtherance of its not-for-profit, educational, research, and service purposes. More and more university activities are conducted using computers and electronic communications, with increased convenience and accessibility from and to all parts of the world. At the same time, todays inter-connected environment intensifies the risks and threats of unauthorized access to computers, inadvertent disclosures of sensitive data, and unexpected destruction of essential information, resulting in potentially serious consequences to individuals and to the institution. Members of the University community and affiliates interact with a wide spectrum of sensitive data for numerous reasons. Evolving federal and state/provincial regulations require organizations and individuals to safeguard sensitive data. With computing so widely distributed throughout NU, the responsibility to safeguard computers and data resources extends to all members of the University community and affiliates. | University | Information Technolgy | Information Technology |
| University Policy on Non-Academic Student Grievance | Niagara University is committed to ensuring that all members of the University community demonstrate respect, fairness, and kindness in their interactions with one another. | Student Affairs | Programs and Policy | Student Affairs |
| University Copyright Policy | Niagara University is committed to the ensuring ethical practices are upheld by faculty, staff and students with respect to adherence to copyright laws in the United States and Canada. | Information Technology | Information Technology | Information Technology |
| University Information Security and Digital Information Protection Policy | Niagara University is committed to the protection and privacy of students enrolled in face-to-face and distance courses and programs and to student identity verification. | University | Programs and Policy | Information Technology |
| Non-faculty employees teaching courses | Niagara University recognizes that many of our non-faculty employees have particular areas of expertise and knowledge that may enhance our student’s education. The University encourages such employees to contribute to the academic sector by teaching. | Academic Affairs | Provost | Academic Affairs |
| University Policy on Non-Academic Student Grievance | NU is committed to ensuring that all members of the University community demonstrate respect, fairness, & kindness in their interactions with one another in order to build & sustain healthy relationships that are free from harassment & discrimination | Student Affairs | Student Affairs | Student Affairs |
| NU Survey (Map) 2015 | Official Survey and Map of NU property, including the Main Campus and Parkway Lands | University | General Counsel | President's Office |
| Petty Cash Guidelines | Petty Cash Funds are established for the primary purpose of allowing purchases of small amounts to be made with a minimum of inconvenience. The Petty Cash Fund is not to be used to circumvent the regular purchasing process. These purchases must follow the same guideline as any purchase obtained through the Purchasing Specialist, including adherence with the Procurement Policy. | Operations and Finance | Controller | Controllers Office |
| Dining Commons Use Policy | Policy and guidance for arranging events in the Clet Dining Commons | University | Operations & Finance | Center for Events & Mgmt Dev. |
| Disability Grievance Policy | Policy and Procedure for reporting a violation of the Americans With Disabilities Act | University | University | Other |
| Niagara University Institutional Review Board and Tri-Council Policy Statement | Research involving human subjects conducted by faculty members and students under the auspices of Niagara University must be reviewed and approved by the Niagara University Institutional Review Board (IRB) prior to its commencement. | Academic Affairs | Provost | Academic Affairs |
| Employee Status Codes | Sets Employee Status and Codes with definitions and benefit eligibilities. | Executive Vice President | Human Resources | |
| Jury Duty Policy | Sets jury duty compensation and the procedure for payment to eligible employees. | Executive Vice President | Human Resources | |
| University-funded Travel | Sets out the terms, procedure, and forms related to travel paid for by NU | University | Controller | Controllers Office |
| Temporary Medical Parking Permits | Sets procedure and guidelines for anyone who require special consideration related to parking. | Student Affairs | Health Services | |
| Confidentiality of Employment Information | Sets procedures and guidelines for University positions and the maintaining of confidential information. | Executive Vice President | Human Resources | |
| Accidental Death and Dismemberment | Sets the Accidental Death and Dismemberment benefit, eligibility requirements and claim procedure. | Executive Vice President | Human Resources | |
| Exit Interview Policy | Sets the conducting of exit interviews with employees | Executive Vice President | Human Resources | |
| Life Insurance | Sets the offering of group term life insurance to eligible employees. | Executive Vice President | Human Resources | |
| Tuition Remission * | Sets the plan, eligibility, and process for exempt and non-exempt non-faculty employees and their dependents to receive Tuition Remission and Tuition Exchange. | Executive Vice President | Human Resources | |
| Employee Military Leave Policy | Sets the policy for employees taking military leave | University | Human Resources | Human Resources |
| Cash Handling Policy | Sets the policy for handling cash transactions at the university | Operations and Finance | Controller | Controllers Office |
| Power Path Policy | Sets the policy for use, maintenance, and coordination with NYPA regarding the Power Path | University | Campus Safety/Keirnan Center/Facilities/Planning | Executive Vice Presidents Office |
| Diploma At Graduation | Sets the policy for who can award a diploma at graduation (President, or other under certain circumstances) | Academic Affairs | Academic Affairs | Academic Affairs |
| Long Term Disability Leave | Sets the procedures if an eligible employee becomes disabled and must be off from work for an extended period. | Executive Vice President | Human Resources | |
| Service & Emotional Support Animals | The broadly inform community members of the procedure for respectfully addressing the needs of those who use service and emotional support animals | University | ADA Coordinator | Human Resources |
| Building Access for Non-Resident Space | The Building Access Policy is developed to ensure the safety and security of our students, staff, and faculty as well as to safeguard Niagara University's assets and personal property | Student Affairs | Campus Safety | |
| Whistleblowing | The policy for reporting suspected fraud and abuse of university resources | University | General Counsel | President's Office |
| Institutional Advancement Code of Ethics | The provide guidance and best practices regarding the solicitation and acceptance of gifts to the university | Institutional Advancement | Institutional Advancement | Institutional Advancement |
| Chemical Hygiene Policy | The purpose of this Chemical Hygiene Plan (CHP) is to establish a written program that protects laboratory personnel from the potential hazards associated with the use, storage, and disposal of hazardous chemicals in a laboratory work area. | University | NA | Facility Services |
| Sexual Misconduct Awareness & Response Policy | The purpose of this document is provide a single, easily accessible and user-friendly document for students, employees, and community members to find information regarding Niagara University?s student conduct rules, policies, methods to promote awareness, rights, protections, and procedures regarding sexual assault, domestic violence, dating violence, and stalking. | University | Title IX Coordinator | Executive Vice Presidents Office |
| NY HERO ACT Model Airborne Infectious Disease Exposure Prevention Plan | The purpose of this plan is to protect employees against exposure and disease during an airborne infectious disease outbreak. This plan goes into effect when an airborne infectious disease is designated by the New York State Commissioner of Health as a highly contagious communicable disease that presents a serious risk of harm to the public health. This plan is subject to any additional or greater requirements arising from a declaration of a state of emergency due to an airborne infectious disease, as well as any applicable federal standards. | University | EVP | Executive Vice Presidents Office |
| Employee Cell Phone Policy | The purpose of this policy is to define the eligibility rules for employees’ need and use of cellular devices for business purposes. | Finance and Operations | Office of Human Resources | Human Resources |
| Tuition Exchange Policy | The purpose of this policy is to encourage life-long learning and to describe the plan, eligibility and process for the dependents of eligible employees and faculty to participate in the TE program. | Finance and Operations | Office of Human Resourcese | Human Resources |
| Motor Vehicle Record Verification | The purpose of this policy is to establish a procedure to verify motor vehicle operator records and to ensure that only eligible drivers operate university vehicles and/or operate a motor vehicle on university business. | University | Human Resources | Human Resources |
| Disciplinary Action Procedure | The purpose of this topic is to establish the methods and procedures to be implemented when it is necessary to discipline employees. | Executive Vice President | Human Resources | |
| Camps Clinics & Events for Minors | The university is committed to creating a safe and compliant environment in our camps, clinics, and other events for minors. The below checklist procedure shall be used to ensure all camps are properly authorized, staffed, and set up to comply with governing laws, regulations, and university policies. | University | CEMD and GC Offices | Presidents Office |
| Standards of Conduct | The University maintains standards for the personal conduct of its employees. Rules are a matter of common sense. Listed herein are general rules common to all employees. | Executive Vice President | Human Resources | |
| Part Time Employee Benefits (>1,000 Hours) | This policy addresses the benefits that part time employees, working less than one thousand hours per year, are eligible for | Executive Vice President | Human Resources | |
| Emergency Pay and Unscheduled Call-in Pay | This policy addresses the manner in which Emergency Pay/Unscheduled Call-in pay is calculated. | Executive Vice President | Human Resources | |
| Salary Continuation Plan | This policy addresses the payment of salary when an employee is unable to work due to injury or illness for a period greater than five (5) consecutive workdays. | Executive Vice President | Human Resources | |
| Holidays | This policy addresses the recognition of paid holidays and eligibility for payment. | Finance and Operations | Office of Human Resources | Human Resources |
| Introductory Period for Non-Faculty Employees | This policy defines the introductory period for newly hired, rehired, promoted or transferred non-faculty employees. | Executive Vice President | Human Resources | |
| Length of Service Non-Faculty Employees | This policy defines the length of service for non-faculty, benefit eligible employees of the University. | Executive Vice President | Human Resources | |
| Applications for Positions on Campus | This policy dictates the acceptance of applications and resumes | Executive Vice President | Human Resources | |
| Administrative and Professional Employees Performance Appraisals* | This policy discusses the purpose, results, and procedures regarding administrative and professional employee performance appraisals. | Executive Vice President | Human Resources | |
| American With Disabilities Act and Employment | This policy is in place to communicate our commitment to the principles of the Americans with Disabilities Act (ADA) and the ADA Amendments Act of 2008 (ADAAA). | Executive Vice President | Human Resources | |
| Protection of Minors and Obligation to Report Serial Sexual Abuse | This policy memorializes Niagara University’s special commitment to the safety of minors (children under the age of 18 who are not matriculated Niagara University students) located on campus or involved in a University event. | University | Equity and Inclusion | Equity and Inclusion |
| PTO Policy | This policy provides benefit eligible , non-faculty employees with an entitlement of paid days off. | Finance and Operations | Human Resources | Human Resources |
| Seizure Protocol | This policy provides guidelines to help accommodate student's suffering from seizures. | Student Affairs | Health Services | |
| Equal Employment Opportunity | This policy was created to communicate our commitment to the principles of Fair Employment Practices and Equal Employment Opportunity. | Executive Vice President | Human Resources | |
| Smoking Policy | This policy, in compliance with the New York State Public Health Law, dictates the University's smoking policy | University/ Overseen by Executive Vice President | Executive Vice Presidents Office | |
| Premium Compensation | This topic addresses the manner in which overtime, holiday premium and call-in pay are calculated. The purpose of this policy is to control labor costs by managing the expense of overtime pay to nonexempt employees. | Finance and Operations | Human Resources | Human Resources |
| University Intellectual Property and Rights Management Policy | To benefit teaching, research, and the public interest, the University and NULTA work together to generate, maintain, and promote intellectual property. | Academic Affairs | Programs and Policy | Academic Affairs |
| Clery Compliance Policy | To clarify the various roles and responsibilities for Clery and Campus Security law compliance | University | General Counsel | President's Office |
| Kerry Rose Law | To comply with NYS Education Law 6348 | Executive Vice President | Campus Safety | Campus Safety |
| Credit Card Marketing on Campus | To comply with NYS Education Law 6437 | University | General Counsel | Campus Activities |
| Commitment to Ethical Business Practices | To confirm the University's commitment to Ethical Business Practices | University | EVP | Executive Vice Presidents Office |
| Web Page Administrator Policy | To ensure clarity regarding responsibility for individual department and sector web pages | Executive Vice President | PR | Public Relations |
| Family Medical Leave Act | To ensure compliance with FMLA | Executive Vice President | Human Resources | Human Resources |
| Dean of Students Judicial Records Retention Policy | To ensure students are aware of the retention of their judicial records | Student Affairs | Dean of Students | Student Affairs |
| Controller's Office Policy on Acceptable Expenses for University Credit Cards and Reimbursement | To ensure there is clear direction regarding Acceptable Expenses for University Credit Cards and Reimbursement | Operations and Finance | Controller's Office | Business Affairs |
| Comp Tickets to NU Events for Employees | To ensure there is no real or perceived conflict of interest in the provision of comp'd or department-funded tickets for employees attending university events | Operations and Finance | Controller | Controllers Office |
| Essential Trained Responders and Essential Personnel | To establish a system for utilizing the categories "essential trained personnel" and "essential personnel" | Finance and Operations | Committee on Crisis Management | Other |
| Relocation Reimbursement | To establish guidelines for the reimbursement for relocation of new employees to Niagara University. Its principal goal is to establish criteria and an approval process for use of relocation funds. | University | Human Resources | Human Resources |
| University Policy on Pre- and Post-Employment Background Checks | To establish how pre and post-employment background checks are conducted | Executive Vice President | Human Resources | Human Resources |
| Retirement Policy | To guide non-faculty employees through the process of initiating retirement | Executive Vice President | Human Resources | Human Resources |
| Communications with Media | To inform employees as to how to handle media inquiries and press appearances | University | Public Relations | Public Relations |
| Trustees' Policy on Ethical Treatment of Students in Fiscal Transactions | To provide guidance on the fiscal transactions involving students and staff, administrators and faculty. | University | Human Resources | Human Resources |
| Worker's Compensation | To provide guidance regarding workers' compensation claims | Executive Vice President | Human Resources | Human Resources |
| Narcan Policy | To set the policy and procedure for on-campus administration of Narcan to fight opiate overdose | University | Student Health Services | Student Affairs |
| Energy Policy | To set the policy for energy-saving measures and comply with the Presidents' Climate Commitment | University | Sustainability Committee | Facility Services |
| Trademark Policy | To set the terms for protecting and using all University-owned Trademarks | Executive Vice President | Public Relations | Public Relations |
| Data Breach Policy | To set the terms of meeting the requirements of NY GBL Article 39-f | Operations and Finance | Information Technology | Information Technology |