Equal Employment Opportunity Policy

It is the policy of the Research Foundation of the State University of New York to provide equal opportunity in employment for all qualified persons, to prohibit discrimination in employment, and to participate in the promotion of the full realization of equal employment opportunity through outreach programs as reflected in affirmative action plans.

Policy on the Employment of Disabled Individuals

It is the policy and intent of the Research Foundation of the State University of New York that no otherwise-qualified disabled individual will, solely by reason of his or her disability, be excluded from Research Foundation employment or be subject to discrimination if employed by the Foundation.

The Research Foundation will employ, advance in employment, and otherwise treat disabled individuals without discrimination in all employment practices including, but not limited to, advertising, recruitment, promotion, demotion, transfer, layoff, termination, compensation, and selection for training.

Employees and applicants are protected from retaliation or adverse treatment when filing a complaint or assisting in an investigation.

Policy on the Employment of Special Disabled, Vietnam Era,
Other Protected Veterans, and Newly Separated Veterans

It is the policy of the Research Foundation of State University of New York that no otherwise-qualified Special Disabled Veteran, Vietnam Era Veteran, Other Protected Veteran, or Newly Separated Veteran will, solely by reason of his or her veteran status, be excluded from applying for Research Foundation employment or be subject to discrimination if employed by the Foundation. The Research Foundation will employ, advance in employment, and otherwise treat Special Disabled Veterans, Vietnam Era Veterans, Other Protected Veterans, and Newly Separated Veterans without discrimination in all employment practices including, but not limited to, advertising, recruitment, promotion, demotion, transfer, layoff, termination, compensation, and selection for training.

Employees and applicants are protected from retaliation or adverse treatment when filing a complaint or assisting in an investigation.

AVAILABILITY OF AFFIRMATIVE ACTION PLAN

Employees or applicants for employment may review the operating location’s OSP Affirmative Action Plan upon request.

INVITATION FOR SELF-IDENTIFICATION

Special Disabled Veterans, Vietnam Era Veterans, Other Protected Veterans, or Newly to benefit under the Foundation’s Affirmative Action Program are invited to identify forms are available at the above location. This information is strictly voluntary and will be provide it will not subject the applicant or employee to any adverse treatment, and it will be government regulations.

Background
An extra service employee is an exempt employee who performs services in addition to the duties and responsibilities required under the terms of the employee's regular Research Foundation (RF) or State University of New York (SUNY) assignment. These services are sometimes referred to as "incidental."

Compensation for an extra service employee is over and above full-time base salary as approved by SUNY and/or the Research Foundation.

Policy
All RF employment must be approved in accordance with Research Foundation policies and procedures, comply with RF position titles and standards, and comply with federal and state laws and regulations regarding tax information. The extra-service appointment of a State University of New York faculty member or professional employee to the RF's payroll must also be approved in accordance with SUNY policies and procedures.

The Research Foundation policy for establishing salaries for extra service employees follows the policy for regular employees with additional compensation and approval requirements.

Additional requirements and responsibilities are in the sections that follow. Refer to Salary Rules and Policies When Assigning Regular Employees for policy and responsibilities associated with establishing salaries for regular employees.

Additional Requirement
Compensation
In accordance with federal guidelines and SUNY regulations, compensation for extra service must not exceed an amount equal to 20 percent of regular base salary rate in any academic year or 12-month period.

Approvals
Payments to SUNY employees for extra service require approvals specified by SUNY in addition to the approval of the operations manager.

Responsibilities
The Research Foundation operations manager is responsible for reviewing salaries for extra service and approving those that comply with RF and SUNY policy.

References
For further information regarding additional policies and procedures associated with staffing and appointments, refer to the Staffing procedure group in the Employees: Personnel Administration business area.

» Memorandum to Presidents, December 23, 1986

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