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Policy changes, deletions, additions

Note: Simple "housekeeping" changes (those that do not include a change to the policy's meaning) are in the following section in the lower section of the page.

January 17, 2023

AGM 2.2.7: Requesting Workplace Accommodations for Employees with Disabilities

  • Clarified that the policy applies to all university employees
  • Section 2.a: Implementation and Responsibility: Clarified that employees are expected to cooperate in the interactive process.
  • Section 2.b: Implementation and Responsibility: Clarified that supervisors will promptly inform their local human resources managers and should coordinate with them on requests for accommodations.
  • Section 3.a: Process: Clarified what information should be included in requests for accommodations.
  • Section 3.c: Process: Clarified what documentation may be needed for a request for an accommodation. Any request for a second medical opinion must be coordinated with University Human Resources—Employee & Labor Relations.
  • Section 3.d: Process: Clarified what factors are considered in determining reasonable accommodations.

January 6, 2023

AGM 2.1.2: Recruiting & Hiring of Regular Staff

  • Throughout, updated references to University Human Resources: Talent Management & Workforce Strategy
  • Section 3.a(2): Job Descriptions: Updated to require that all job postings include the pay range for the position, consistent with California law effective January 1, 2023.
  • Section 4.e: Reference Checks: Updated to require that at least one reference check is a current or prior supervisor.
  • Section 5.c: Background Checks: Clarified that background checks must be successfully completed before the first day of employment.

AGM 2.1.5: Compensation of Staff Employees

  • Section 2.f: Meal Periods: Clarified that meal period waivers, which are available only in limited circumstances, can be revoked by the employee at any time.
  • Section 3.a: Base Pay: Updated to include that employees will be provided the pay range for their current position upon request, consistent with California law effective January 1, 2023.

January 1, 2023

AGM 1.1.1: Code of Conduct

  • Section 3: Respect for Others, added to the protected groups to ensure compliance with federal and state law. 

AGM 2.1.7: Sick Time: Regular Staff Employees, Regular Academic Staff-Research and Regular Academic Staff-Professional Librarians

  • Section 2.g: Acceptable and Unacceptable Uses of Sick Time: Added new subsection 2.g(2) in Family Sick Time. Clarified individuals for which an employee can take family sick time under California law and added a "designated person" based on an amendment to California law effective January 1, 2023. Renumbered 2.g(3) due to the new 2.g(2) subsection.

AGM 2.1.8: Miscellaneous Authorized Absences

  • Applicability: Clarified that the bereavement leave section of the policy applies to contingent employees where specified.
  • Section 1.g.: Paid Absences: Bereavement Leave: Expanded to provide contingent employees with up to 5 unpaid days of bereavement leave upon the death of a family member based on California law effective January 1, 2023. Clarified the definition of close family member for which an employee can take bereavement leave. Renumbered 1.g to have four subsections for clarity.

AGM 2.1.16: Addressing Conduct and Performance Issues

  • Section 1: Policy Statement: Reformatted the examples of “cause” for which an employee can be terminated.
  • Section 3: Guide to Supervisors: Clarified the process for approving terminations to reflect current practice. Updated obsolete terms.

AGM 2.1.22: Sick Time for Temporary or Casual Staff Employees

  • Section 2.d: Family Sick Time: Added a clarification of the individuals for which a contingent employee can take family sick time under California law and added “designated person” based on an amendment to California law effective January 1, 2023. 

AGM 2.3.5: Disability and Family Leaves

  • Section 2.a: Family and Medical Leaves; last Introduction bullet point: added “designated person” to the list of individuals for which an employee can take leave under the California Family Rights Act (CFRA) based on amendment effective January 1, 2023.

December 15, 2022

AGM 5.4.3: Travel Cards NEW!

  • Summarizes and formalizes guidance available on Fingate, addresses the purpose of a Stanford University Travel Card (TCard), who is authorized to use one, what travel and travel-related services may be purchased with a TCard, and the role of cardholders, their managers, and others to ensure good financial stewardship of the card.
     

November 17, 2022

AGM 2.1.5: Compensation of Staff Employees

  • Section 2.e: Updated provision regarding meal period penalties, which are paid at the regular rate of pay, to conform with recent changes to California law
  • Section 2.f: Updated provision regarding rest break penalties, which are paid at the regular rate of pay, to conform with recent changes to California law
  • Section 6.c: Clarified that employees who are work swing or owl shifts for their own convenience are paid at their normal rate

AGM 5.4.2: Business and Travel Expenses

  • Section 2:
    • Updated to reflect the changes to the travel booking policy, specifically regarding hotel booking options and itinerary forwarding requirements. Airfare bookings remain required unless exempted, as per previous policy. 
    • Links to the Provost’s international travel policy were updated.
  • Section 4: A reference to AGM 2.1.21: Remote Work Arrangements was added in relation to transportation expenses.

Housekeeping Changes

Changes do not affect policy content, but may include corrected cross-references to other policies, corrected titles, change of authority for the policy, changed URLs, addresses, and phone numbers, or very minor text changes for clarity. Policies are not re-dated when housekeeping edits are made; the date is only updated if the policy content is changed.

January 1, 2023

AGM 1.7.4: Equal Employment Opportunity, Non-Discrimination, and Affirmative Action Policy

  • Updated Section 2.a: Protection against Discrimination to include "reproductive health decision-making."