POLICY CHANGES, DELETIONS, ADDITIONS
May 12, 2022
The university’s existing non-retaliation section in the Code of Conduct (Administrative Guide Memo 1.1.1) has now been incorporated into a stand-alone policy. This highlights the importance of providing an environment in which employees can raise concerns without fear of retaliation.
March 21, 2022
- Applicability: Clarified that the trial period policy does not apply to Senior Staff.
- Section 2.d: Clarified that extensions of the trial period apply only to approved leaves of absence.
- Section 2.e: Clarified the time period in which a laid off employee is eligible for the layoff trial period is 1 year following the layoff effective date. Clarified the situations in which an employee would be eligible for the layoff trial period.
- Section 3: Guide to Supervisors: Clarified that supervisors should contact HR regarding any concerns during the trial period.
February 9, 2022
- Section 4: Added “parent-in-law” based on amendments to the CFRA effective January 1, 2022 that include a “parent-in-law” as a qualifying family member.
- Section 5: Added “next of kin” as a person who can care for an injured covered service member based on existing federal law.
- Section 2: Added “parent-in-law” based on amendments to the CFRA effective January 1, 2022 that include a “parent-in-law” as a qualifying family member.
- Section 7.a.1: Clarified benefits for employees on paid leave.
- Section 7.a.2: Clarified that employees on unpaid leave are billed for benefits contributions.
February 8, 2022
- Updated applicability of hybrid work policy
- Section 2: Added definition of “Stanford Work Location”; updated definition of “Hybrid” to clarify required regular presence on-site
- Section 4: Clarified travel reimbursement policy for employees in hybrid work arrangements
- Updated applicability of remote work policy
- Section 2: Added definition of “Stanford Work Location”; updated definition of “Remote” to clarify that a regular presence on-site is not required
- Section 4: Clarified travel reimbursement policy for employees in remote work arrangements and who live within and outside a 10-county area
January 21, 2022
- Throughout: changed "under $4,999" to "$4,999 or less"
- Section 1: Purpose: Added a paragraph that reiterates the use of PCards for smaller dollar items ($4,999 or less) and the value to the university for using iProcurement, which provides access to Amazon Business and SmartMart as the preferred method for purchasing.
- 1.a.: Responsibilities: Clarified that a reasonable timeframe for Pcard purchase verifications is within 10 days of the charge appearing in the Oracle PCard module. Also added a link to Managing Aging and Outstanding Expense Transactions on Fingate.
- Section 3: Permissible and Non-permissible purchases: Clarified that use of a PCard for office supplies is only when there is substantial benefit to using a PCard rather than Amazon Business and SmartMart.
January 7, 2022
- Section 7: Tuition Allowance (TAL): Added a new 7.4.: TAL Funding for Military Personnel that describes the circumstances and requirements associated with graduate students on military scholarships. Renumbered the remaining items in Section 7.4.
January 1, 2022
- Section 5: Updated to reflect 16 hours of floating holiday time available as of Jan. 1, 2022
December 12, 2021
- Summary: Added reference to Code of Conduct
- Section 2:
- Added definitions and policies for split, partial and fully externally-funded travel.
- Replaced the term “exclusion” with “exemption” in reference to travel bookings that are not required to go through Stanford Travel.
- Section 4:
- Replaced “Appropriate” and “inappropriate” with “reimbursable” and “non-reimbursable.”
- Clarified spousal travel expenses that occur when an employee is traveling on university business as non-reimbursable unless approved in advance by the Provost.
- Clarified that the non-reimbursable costs refer to parking and transportation costs related to commuting (staff going to their Primary Work Location).
December 6, 2021
- The Chief External Relations Officer was added as an approver for charitable donations by Stanford University to Other Charitable Organizations. Content also reinforces the preference for identification of collaboration opportunities rather than donations. Donations must be in alignment with Stanford’s mission and are highly restricted in nature.
November 29, 2021
- Section 3.b.1: Updated to provide one months' notice for permanent layoffs, and to allow pay in lieu of notice and/or up to three months’ written notice only in limited circumstances and with approval from University Human Resources – Employee & Labor Relations.
- Section 3.c: Clarified that if an employee resigns after receiving written notification of permanent layoff and prior to the layoff effective date, severance pay would be recalculated to reflect the last date of employment.
- Section 3.e: Updated to require that layoff deferrals must be approved by University Human Resources – Employee & Labor Relations.
October 26, 2021
- Updated to reflect the new title for the Vice Provost for Digital Education
October 18, 2021
- Section 2.i.: Added new 2.i.(3): Resident Fellows and Student Affairs staff who live on campus as part of their professional appointment, and renumbered remaining items in Section 2.i.
October 11, 2021
- Significant updates throughout to clarify purpose, responsibilities and proper use of the Purchasing Card (PCard).
- Section 2: Renamed to Permissible and Non Permissible purchases to provide guidance on best methods and resources for more information.
- Updated links throughout to point to the new Fingate website, as well as supporting guide memos and other resources.
September 20, 2021
- Retitled the policy
- Updated definitions, including definition of Hybrid role to reflect requirement that employees in a Hybrid role must work on-site at least two days per week
- Updated eligibility criteria to eliminate six-month service requirement; expanded eligibility to include temporary and casual employees
- Clarified that employees in a Hybrid work arrangement have access to a fully equipped workspace at their Primary Stanford Work Location on any regularly scheduled workday
- Updated guidance on business expense reimbursements, including home office equipment
- Updated requirement for departments to maintain terms of Hybrid work arrangements in the HR information system
- Added procedure for requesting Hybrid work arrangements
- Deleted Remote work arrangements from this policy and moved them to a new policy, AGM 2.1.21: Remote Work Arrangements
- Updated definitions, including definition of Remote role
- Expanded eligibility to include temporary and casual employees
- Remote work arrangements require the approval of the Dean or Associate Dean, Vice or Associate Vice Provost or Vice or Associate Vice President or designee, in addition to the local senior HR Manager
- Compensation for Remote roles requires review and approval of University Human Resources
- Updated guidance on business expense reimbursements, including for required travel and home office equipment
- Updated requirement for departments to maintain terms of Remote work arrangements in the HR information system
- Added procedure for requesting Remote work arrangements
- This policy is unchanged but was renumbered from 2.1.21
May 24, 2021
A new organization chart for the Provost and Officers reporting to the Provost has been posted.
May 14, 2021
This new policy addresses electronic content and accessibility for individuals with disabilities and is applicable to all Stanford University academic, administrative, and research units that develop, use, maintain, or procure electronic content used in conducting University business.
April 27, 2021
- Section 2.b.: Travel Policy: Definition of University-sponsored travel: Clarified that travel related to academic credit is considered university-sponsored travel.