Information about Cornell policies for employees.
The university values its faculty and staff and holds itself to high standards on their behalf. Cornell is committed to:
The university also holds high expectations for all faculty and staff members. As a Cornell employee, you are expected and encouraged to:
Cornell has established policies to connect the university’s mission to the everyday actions of its community. These policies clarify the institution’s expectations of its individual members, mitigate institutional risk, enhance efficiency, and support the university’s compliance with laws and regulations.
Ethical Conduct
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. Expectations are outlined in
Univeristy Policy 4.6: Standards of Ethical Conduct.
Complaint and Grievance Procedures
We encourage open and candid discussion between staff members and their supervisors when job-related issues arise. If you do not feel comfortable approaching your supervisor, consult with your HR lead, your dean, or vice president. Find your HR representative on our 'About' webpage.
You may also consult with the University Ombuds.
Computer Policies
If you use a computer at work, you should be aware of the 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 will need to become familiar with these in order to use e-mail and the internet wisely and to protect yourself and the university from copyright, security, and privacy breaches. We encourage your to familiarize yourself with the IT Computer Policies.
Disability Accommodation Process Policy
Cornell University strives to provide an environment that is free from all discrimination, including discrimination on the basis of disability.
Discrimination and Harassment
Cornell University prohibits discrimination and protected status (including sexual) harassment, sexual assault, and sexual violence by faculty, staff, and students. The university has processes, outlined in this policy, to provide redress and remediation to individuals who believe they have been the victims of these acts. Contact the Office of Workforce Policy and Labor Relations at (607) 254-7273 or equalopportunity@cornell.edu for assistance.
Drug-Free Workplace
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 our policy at Cornell to maintaina drug-free workplace. As a condition of employment on such contracts and grants, employees will abide by the terms of this state- ment 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.
Health and Safety
Cornell University strives to maintain a safe living, learning, and working environment. University Policy 8.6: Environment, Health, and Safety 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 or operated property, including state-owned property associated with Cornell University.
Inclement Weather (Ithaca only)
Cornell University may change its operating status during and surrounding periods of inclement weather. At such times, the university has a prescribed method for evaluation and communication of these changes to university staff, faculty, and students. Academic and administrative units are expected to abide by any decision made by central administration regarding operating status. Review Policy 8.2: Inclement Weather for details.
Reporting Bias
The Department of Inclusion and Belonging administers procedures related to alleged bias activity and reports of such activity should be reported. Contact the Department of Inclusion and Belonging at (607) 255-0041 or Report_Bias@cornell.edu, or visit the Reporting Bias website for additional information and resources.
If you are a victim or know of someone that is a victim of sexual violence or assault, contact the Cornell Police at (607) 255-1111 or a Title IX coordinator at (607) 255-0041.
