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Rights and Responsibilities
This section briefly identifies some of the programs and policies that govern your rights and responsibilities as a staff member of Cornell University. The Office of Human Resources administers the human resource policies that apply to nonacademic staff. The policies are available on the Office of Human Resources Web site. Printed copies of these policies are available for reference at all university libraries and through your local HR representative. The Office of the University Faculty administers and produces the Faculty Handbook. The Office of the Dean of Students oversees a variety of policies, programs, activities, and services that affect students. For detailed information on these and other policies, please contact your local HR representative or see the Policy Notebook for Cornell Community, available at the Office of the University Registrar, B07 Day Hall, 255-4232.
See also President Lehman's Statement on Affirmative Action.
The university is committed to upholding local, state, and federal law, maintaining a drug-free workplace, requiring proper management of events where alcoholic beverages will be served, minimizing the misuse of alcoholic beverages, and providing education on the risks associated with the use and abuse of alcohol and other drugs. Faculty, staff, and students should consult the Alcohol and Other Drugs Policy before sponsoring any event that will involve the sale, distribution, or consumption of alcoholic beverages.
State and federal laws, as well as university policy, prohibit the manufacture, distribution, dispensation, possession, use, and/or sale of controlled substances or other illegal drugs. The university will enforce the law and its own regulations and policies. The laws of the land apply in full force on the premises of the university and bind every member of the university community, whether faculty, staff, students, or visitors. For further information, see the Policy Notebook for Cornell Community and University Policy 4.8: Alcohol and Other Drugs.
The university is required by law to have, and to enforce, regulations for maintenance of public order. These are incorporated in the Campus Code of Conduct, which also includes general principles governing community conduct, supporting principles and policies of judicial administration, regulations for the maintenance of the educational environment and public law, an explanation of the university judicial structure and procedure, and institutional policy concerning responsible speech and expression. The code applies equally to students, faculty, and staff and specifies means of enforcement, penalties that may be applied, and the jurisdiction of hearing and review boards. See Policy Notebook for Cornell Community, “Campus Code of Conduct” section.
Complaint and Grievance Procedure
The university encourages open and candid discussion between staff members and their supervisors when job-related matters cause dissatisfaction or on-the-job problems. You should approach your supervisor with any problem that may arise as soon as possible. If you are not satisfied with informal attempts at resolving the problem, you have the right to use the formal grievance procedure to resolve your concern. Any formal grievance should be filed with your department head within ten working days of the occurrence that gave rise to your concern. See HR Policy 6.11.4: Employee Complaint and Grievance Procedure for details.
Cornell University has policies and codes that define responsible use of computers and networks. There are also federal, state, and local laws that govern many of the interactions that occur on the Internet. You need to be aware of your responsibilities and the process for adjudicating violations. You also need to know what rights you have and how you can get help if your rights are violated. Following are brief descriptions of some of the computer policies at Cornell.
The Campus Code of Conduct specifically makes it a violation “to recklessly or maliciously interfere with or damage, in violation of university rules, computer or network resources or computer data, files, or other information.” The code also makes it clear that “misappropriation of data or copyrighted materials, including computer software, may constitute theft.” Violations of university policies, including computer-usage policies, also constitute violations of the Campus Code of Conduct.
CIT Computer Abuse Policy
The CIT Computer Abuse Policy covers use of all computers and networks maintained by Cornell Information Technologies (CIT). In addition, use of your NetID automatically constitutes acceptance of all relevant policies, terms, and conditions. See Information Technology Rights and Responsibilities on the Web and <www.cit.cornell.edu/computer/policies/abuse.html> for details.
CIT Terms and Conditions Governing Use of Network IDs
The CIT Terms and Conditions Governing Use of Network IDs apply to all NetID owners. NetIDs provide Cornell community members access to a wide range of network services, but they cannot be used for profit-making or illegal purposes and cannot be shared with others. See Information Technology Rights and Responsibilities on the Web for details.
Code of Academic Integrity
The Code of Academic Integrity prescribes adherence to a set of values expected not only in course work, but also in the use of university resources. The code includes computer- and network-related concepts and examples of violations, such as initiating or encouraging the promulgation of chain letters and other types of electronic broadcast messages, tapping phone lines or other network cables, subverting or obstructing a computer or network by introducing a worm or virus, supplying false or misleading information to access computer or network systems, improperly obtaining or using another’s password to access computers or network systems, and unauthorized access to data, computers, or networks. See Policy Regarding Abuse of CIT Computers and Network Systems (Policy 1) on the Web at <www.cit.cornell.edu/computer/policies/pol-01.html> and Information Technology Rights and Responsibilities, at <www.cit.cornell.edu/computer/responsible-use/> for details.
Policy Regarding Abuse of Computers and Network Systems
The university computer-abuse policy was developed in 1990 and applies to all faculty, staff, and students. It expands on the principles of behavior that were incorporated into the Code of Academic Integrity for guiding the use of computers and networks. The basic premise is that legitimate use of a computer or network does not extend to whatever an individual is capable of doing with it. Just because you may be able to circumvent restrictions or security doesn’t mean that you are allowed to do so. See Policy Regarding Abuse of Computers and Network Systems on the Web at <www.cit.cornell.edu/computer/responsible-use/abuse.html> for details.
Responsible Use of Electronic Communications
In 1995, Responsible Use of Electronic Communications became an official university policy that applies to the entire Cornell community. It deals with problems resulting from widespread use of the Internet. The university cherishes the diversity of values and perspectives endemic in an academic institution and is respectful of freedom of expression. Therefore, it does not condone censorship, nor does it endorse the inspection of files other than on an exception basis. As a result, the university cannot protect individuals against the existence or receipt of material that may be offensive to them. The university encourages individuals to use electronic communications in a responsible manner. The policy includes information about behavior that would constitute a violation and contains a set of procedures for reporting incidents. See University Policy 5.1: Responsible Use of Electronic Communications at <www.policy.cornell.edu/vol5_1.cfm> and Information Technology Rights and Responsibilities on the Web at <www.cit.cornell.edu/computer/responsible-use/> for details.
The disciplinary process is intended to be corrective, rather than punitive; its principles support the university’s goal to maximize and sustain the performance of each staff member and the university as a whole. While a progressive course of action is encouraged, it is not required. Rather, supervisors will give consideration to the particular situation, its severity, and all factors concerning a staff member’s performance and conduct when deciding which type of disciplinary action to take. See University Policy 6.11.3: Employee Discipline (Excluding Academic and Bargaining Unit Staff) for details.
See Cornell’s Statement on Diversity and Inclusiveness: Open Doors, Open Hearts, and Open Minds
The Drug-Free Workplace Act of 1988 requires Cornell, as a federal contractor and grant recipient, to certify that it will provide a drug-free workplace. Accordingly, it is the university’s policy to maintain a drug-free workplace. As a condition of employment on such contracts and grants, employees will abide by the terms of this statement and notify Cornell of any criminal drug-statute conviction not later than five days after such conviction for a violation occurring in the workplace. The unlawful manufacture, distribution, dispensation, possession, use, or sale in the workplace of a controlled substance, as defined by state or federal law, is prohibited. The university will not condone criminal activity on its property, or on property under its direct control, and will take appropriate personnel action up to and including termination or required participation in a drug-abuse assistance or rehabilitation program. See Policy Notebook for Cornell Community and University Policy 4.8: Alcohol and Other Drugs for details.
Cornell University’s reputation for excellence in the community, the state, the nation, and the world is sustained by the commitment embodied in its mission statement to “…foster initiative, integrity and excellence, in an environment of collegiality, civility and responsible stewardship.” Executive officers, faculty, staff, student employees, and others acting on behalf of the university are expected to maintain the highest ethical standard, observing applicable policies, practices, regulations, laws, and professional standards. The absence of a specific guideline or instruction covering a particular situation does not relieve an individual of the responsibility to apply the highest ethical standards when reacting to that situation.
Situations in which highest ethical standards are expected include, but are not limited to: conflicts of interest and commitment; harassment and abuse of power; laws, grants, and contracts; regulations, policies, and procedures; stewardship; and reporting.
See University Policy 4.6 (Standards of Ethical Conduct) for guidance on specific issues, and the Policy Notebook for Cornell Community, “Standards of Ethical Conduct” and the “Campus Code of Conduct” sections.
Cornell University strives to maintain a safe living, learning, and working environment. Faculty, staff, students, and other members of the Cornell community must conduct university operations in compliance with applicable federal, state, and local regulations, University Health and Safety Board requirements, and other university health and safety standards. This policy is intended to help prevent accidents and injuries, increase safety awareness, meet requirements of environmental and occupational health and safety laws and regulations, reduce institutional liability, and establish safety responsibilities for members of the university community and visitors to university-owned property, including state-owned property associated with Cornell University. See University Policy 2.4: Health and Safety and University Policy 2.2: Equipment Safety: Lockout/Tagout for details.
During a period of inclement weather, the Vice President for Administration and Chief Financial Officer will make a decision regarding the operating status of the university. This decision will be based on forecasts from meteorological services, reports on local and campus road conditions from the Cornell Police, Department of Grounds, Transportation and Mail Services, and Tompkins County, and advice from senior executive staff and the deans. See University Policy 2.5: Inclement Weather for details.
Resignation, retirement, and university leave of absence are considered voluntary terminations. Nonexempt staff are encouraged to notify their supervisor at least ten working days before their resignation date. Exempt staff are expected to notify their supervisor one month before their resignation date. Involuntary terminations are those initiated by the university and include layoff and discharge. You should contact your local HR representative for information regarding the process of leaving the university, based on your specific situation. See University Policy 6.12: Separations, Voluntary and Involuntary (Including Layoff) for details.
Your job performance should be formally evaluated by your immediate supervisor at least once each year using an approved university performance dialogue form. A planned position-development discussion should be a part of the process. During the year, you should informally have job-performance and position-development discussions with your supervisor. Such discussions promote communication between you and your supervisor and can enhance your understanding and help you plan your career or job growth. See HR Policy 6.10.6: Performance Appraisal/Dialogue for details.
Your personnel file is kept confidential and is accessible only for university business, your viewing, and where and when required by law, a court order, or subpoena. Staff may review their human resource files by appointment. Requests for a human resource file review should be made to Human Resource Information Systems (HRIS)/Records Administration at 255-0056. See HR Policy 6.13.4: Personnel Files for details.
For the first ninety days of regular employment, nonexempt staff are on probationary status. During the probationary status period, your supervisor should provide you with a thorough understanding of your position duties and acquaint you with departmental practices and procedures. This period is not only a time for your supervisor to evaluate your position performance, attitude, and potential for success in the position, but also a time when you can critically evaluate the position to determine if it is the right one for you. In some cases of poor performance, a supervisor may request approval from the local HR representative to extend the probationary period for up to thirty additional days. There is no formal probationary period for exempt staff, but the first sixty days should be used to assess the fit of the newly hired staff person to the position and to clarify work-related issues and expectations. See HR Policy 6.11.2: Probationary Period for details.
New employees are required to attend a Right-to-Know Hazard Communication chemical-safety training program offered by the Department of Environmental Health and Safety. This training, mandated by the federal Hazard Communication Standard, or the OSHA Laboratory Standard, provides information on the chemicals or chemical products that you work with and on the safe handling of any potentially hazardous chemicals or chemical products that you may be exposed to. Other health and safety information that is designed to prevent accidents and injuries in the workplace is covered. Three sessions are offered:
• Safety for Office Workers—Computer work-station ergonomics, office chemicals, general office safety
• Chemical Safety for Laboratory Workers—OSHA Laboratory Standard, laboratory safety, toxicology, Material Safety Data Sheets
• Chemical Safety for General Service Workers—Hazard Communication Standard, safe handling of chemical products, labels, Material Safety Data Sheets
Environmental Health and Safety also offers a number of other programs and services to faculty and staff to help promote safe and healthy work environments. See the Environmental Health and Safety Department’s Training Web site at <www.ehs.cornell.edu> for more information.
See University Policy 6.4: Sexual Harassment.
Cornell University prohibits the smoking or carrying of lighted cigars, cigarettes, or pipes in all indoor facilities, enclosed bus stops, and university-owned or controlled vehicles, except in special situations. This policy describes the designation of smoking areas and the prohibition of smoking at certain events. See University Policy 2.3: Smoking for details.
DISCLAIMER: The policies contained in this handbook are not conditions of employment, and are not intended to create a contract between the university and its employees. The university reserves the right to amend or revoke the policies in this handbook at any time without notice. The university reserves the right to change the content of this handbook at any time. Nothing contained in this handbook constitutes a promise or guarantee of continuing employment or benefits.