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Employment

2.1.18 Military Leave

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The Uniformed Service Employment and Reemployment Rights Act of 1994 ("USERRA") prohibits employers from discriminating against employees who fulfill non-career military obligations in the Uniformed Services. It also requires employers to provide a leave of absence to allow employees to perform military obligations. Separately, the Family Medical Leave Act ("FMLA") entitles eligible employees to take leave for a "qualifying exigency" when a covered family member is called to active duty or to care for a covered family member who is injured in the line of duty.

This policy provides military leaves as required by these and other laws and complies with the other relevant provisions of USERRA, other related regulations or as approved by Stanford University.

2.1.17 Layoffs

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This Guide Memo outlines Stanford University's policies and procedures for carrying out the temporary, seasonal or permanent layoff of employees.

2.1.16 Addressing Conduct and Performance Issues

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This Guide Memo provides guidance on when and how to use corrective action (including termination of employment) to deal with unsatisfactory performance, misconduct, or a combination of both.

2.1.15 Trial Period

2.1.11 Staff Grievance Policy

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This Guide Memo outlines the policy to resolve staff employee complaints at Stanford through a formal grievance process and is designed specifically for regular employees as defined in the "Applicability" section. The Staff Grievance Process is intended to supplement, not replace, routine and informal methods of responding to and resolving employee complaints.

The Staff Grievance Process is located in the Address a Workplace Concern section of the Cardinal at Work website.

Employee complaints covered by the Staff Grievance Process include written corrective actions that are placed in an employee’s personnel file (e.g., written warnings) and involuntary terminations (including layoffs) only. The Staff Grievance Process does not apply to employee complaints regarding other issues such as performance appraisals, Performance Improvement Plans, compensation/benefits or job classifications. Information regarding resources to address workplace concerns can be found at Address a Workplace Concern.

2.1.9 Separation from Employment

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This Guide Memo outlines Stanford University's policies and procedures for carrying out the separation of employment for regular employees and academic staff.

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

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This Guide Memo describes paid sick time accrual and usage policies for regular staff employees, regular academic staff-research staff, and regular academic staff-professional librarians.

2.1.5 Compensation of Staff Employees

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This Guide Memo outlines Stanford University's compensation policies.

2.1.3 Personnel Files and Data

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The University maintains personnel information for each employee in order to have a complete, accurate and current record of the employee's salary and job history at the University. This guide memo sets forth policies and procedures to facilitate the establishment, use and maintenance of personnel data, in whatever form maintained.

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

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The policies in this Guide Memo are fundamental to Stanford University's employment policies.

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