Skidmore College recognizes the importance of maintaining a safe workplace with Employees who are honest, trustworthy, qualified, reliable, and nonviolent, and do not present a risk of serious harm to their co-workers or others. For purposes of furthering these concerns and interests, Skidmore College reserves the right to investigate an individual's prior employment history, personal references, and educational background, as well as other relevant information that is reasonably available to Skidmore College. In the event that a background check is conducted, the College will comply with the Federal Fair Credit Reporting Act and other applicable federal and state laws, including providing the job applicant or Employee with any required notices and forms. Consistent with these practices, job applicants or Employees may be asked to sign certain authorization and release forms. Consistent with legal requirements, Skidmore College reserves the right to require job applicants or Employees to sign the forms as requested as a condition of employment.
Skidmore College will comply with applicable immigration laws, including the Immigration Reform and Control Act of 1986 and the Immigration Act of 1990. As a condition of employment, every individual must provide satisfactory evidence of his or her identity and legal authority to work in the United States through a completed and verified I-9 form. The most common forms of identification are a driver's license and social security card or a U.S. passport; however, other approved documents can be used.
If you have any questions or need more information on immigration law issues, please contact Human Resources.
Relatives may be employed at the College provided they do not work under the direction of one another, have no responsibility for performance appraisals, do not provide input into one another's work and provided that no relative controls the budget from which the pay of another is drawn. Specific cases involving staff will be considered by Human Resources. A Supervisor who wishes to hire a relative as described above must first obtain approval to do so from the Associate Vice President for Finance & Administration and Director of Human Resources or designee.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the Employee is similar to that of persons who are related by blood or marriage.
As a service to employees, the College issues an employee ID card to each new employee, which is embossed and includes a photograph. The ID card may be used for library privileges and access to College buildings as well as athletic facilities. The ID card also provides a safe, easy and convenient way to make purchases on campus through declining balance privileges at the Skidmore Shop, the Dining Hall, and the SPA, as well as various off campus locations. The Campus Card Office can provide further information regarding where the ID card can be used. The initial card is provided at time of hire at no cost to the employee.
Spouses and Life Partners of College employees should contact Human Resources for authorization in obtaining their own ID cards if they wish to take advantage of these facilities. The initial one-time fee is $10.00.
ID cards, including those belonging to a spouse and life partner, are to be turned into Human Resources when the employee separates their employment.
In addition to the categories outlined below, all employees at Skidmore College are classified as either Exempt or Non Exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act and New York State Labor Law.
Exempt Employees are those employees whose job assignments meet the federal and state requirements for overtime Exemption as defined by the Fair Labor Standards Act (FLSA) of 1938 and the New York State Labor Law, and include those employees employed in a bona fide executive, administrative, and professional capacity and are paid where required on a salary basis. Exempt Employees are not eligible for overtime pay. Your employment letter will inform you if your status is Exempt.
(Please note: Senior Administrative Officers are Exempt Employees and, as noted in the Faculty Handbook, these positions include the President, Vice President for Finance and Administration and Treasurer, Vice President for Advancement, Dean of the Faculty/Vice President for Academic Affairs, Dean of Special Programs, Dean of Students and Vice President for Student Affairs, and Vice President and Dean of Admissions and Financial Aid. Faculty are Exempt Employees who are not covered by this handbook. The Faculty Handbook establishes Faculty terms and conditions of employment.
Non Exempt Employees are employees who do not meet the federal and state requirements for overtime exemption and are paid on an hourly basis for actual hours worked in the performance of the job. Non Exempt Employees are subject to federal and state minimum wage and overtime requirements and will be paid time and one-half compensation for all hours worked in excess of 40 hours in one workweek and as otherwise required by state and federal law. Your employment letter will inform you if your status is Non Exempt.
(Please note: Service and Trade Employees are also Non Exempt Employees who are not covered by this handbook. Service and Trade Employees are individuals for whom the terms and conditions of employment are established by formal collective bargaining agreements between a third-party representative and Skidmore. Such agreements currently exist with a service union and several trade unions.)
Types of Appointments
Employees at Skidmore College will have one of the following types of appointments:
- Regular, Full-Time Appointment
A Regular, Full-time Employee is an employee appointed to an authorized position and is anticipated to work at least a 35-hour normal workweek on a continuing basis for a minimum of nine consecutive months (39 weeks) or more.
- Regular Part-Time Appointment
A Regular, Part-time Employee is appointed to an authorized position and is anticipated to work a normal workweek of fewer than 35 hours on a continuing basis, normally for nine months or more.
- Temporary, Full-Time Appointment
A Temporary, Full-time Employee is an employee appointed to a non-continuing position anticipated to work at least a 35-hour normal workweek for a specific, short-term, limited period of time, normally not to exceed one year.
- Temporary, Part-Time Appointment
A Temporary, Part-time Employee is appointed to a non-continuing position anticipated to work less than a 35-hour normal workweek for a specific, short-term, limited period of time, normally not to exceed one year.
- On-Call Appointments
On-call Employees are called in to work on an as-needed basis.
The first six months of continuous employment at Skidmore College will no doubt be a learning experience. You will learn your job duties and responsibilities, get acquainted with your Supervisor(s) and fellow Employees, and familiarize yourself with Skidmore College in general. We refer to this initial period of employment as your introductory period. While we understand that you will be learning a lot about your new job, you are still expected to perform satisfactorily and your performance will be reviewed closely. Also, please understand that completion of the introductory period does not guarantee continued employment and does not change the at-will nature of the employment relationship. You must be in your current position for six months prior to applying for open positions at the College. This time period requirement may be waived by mutual agreement of your department head, Human Resources, and yourself.
As part of your initial orientation, you will learn the various duties and responsibilities of your job. You will be provided with a copy of the written Position Questionnaire (PQ), a job description, for your position. Skidmore College maintains certain expectations and standards applicable to your position. Your Supervisor should review these with you and provide you with your PQ.
At times, Employees will be asked to perform additional duties and assume additional responsibilities as needed by their Supervisor for the efficient operation of the department. While Skidmore endeavors to work closely with its Employees to find mutually beneficial work, it may become necessary to revise your job duties in order to adjust to changing conditions happening at the college.
If you have questions or require additional information with respect to any Handbook content, please contact Human Resources (extension 5800).
Section 3 - Updated February 2016