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Skidmore College
Skidmore College Employee Handbook for Staff

Employment Relationship

Employment at Will

While we hope that your employment will prove mutually satisfactory, please understand that continued employment cannot be guaranteed for any Employee. In accordance with New York State law, Employment at Skidmore College is employment at will. This means that you are free to leave your employment at any time and for any reason, with or without cause or notice, and Skidmore College retains the same right to terminate your employment at any time and for any reason, with or without cause or notice. This policy of at-will employment may be changed only by a written employment agreement signed by the Associate Vice President for Finance & Administration and Director of Human Resources or designee that expressly changes the policy of at-will employment.

Policy Regarding Accessibility and Individuals with Disabilities

Skidmore College is committed to supporting accessibility, with respect to both physical access and other forms of access, to all programs on campus.

Skidmore College is committed to complying with federal and state laws pertaining to individuals with disabilities.  When appropriate, Skidmore College will work with qualified individuals with disabilities to make reasonable accommodations that allow an individual the ability to perform the essential functions of his or her position, provided the requested accommodation does not cause an undue hardship on Skidmore College or the individual represents a direct threat to the health and safety of the individual or others.  Employees are encouraged to inform the Human Resources Assistant Director of Equal Opportunity/Workplace Diversity or designee of any physical or mental disability necessitating accommodation and to suggest appropriate methods of reasonable accommodation.  All information concerning disabilities will be considered confidential and will be released only in accordance with applicable law.

Employees are encouraged to review Skidmore College’s Reasonable Accommodation Policy for further information. 

Equal Employment Opportunity Employer

Skidmore College is an equal opportunity employer.  Equal Employment Opportunity laws and regulations prohibit discrimination against employees or applicants for employment based on race, color, creed, religion, gender, age, national or ethnic origin, physical or mental disability, military or veteran status, marital status, sex, sexual orientation, genetic information, predisposition or carrier status, domestic violence victim status, familial status or any other characteristic protected by applicable federal, state, or local laws. Employees are encouraged to view the Policy for further information.

Prohibition of Discrimination, Harassment, and Retaliation

Skidmore College strictly prohibits discrimination and harassment because of race, color, creed, religion, sex, sexual orientation, national origin, age, physical or mental disability, genetic predisposition to diseases or carrier status, marital status, criminal arrests and conviction status, military status, domestic violence victim status, familial status and any other category protected by applicable federal, state, or local law.  Skidmore College also prohibits retaliation in any form against any individual who opposes a discriminatory practice, makes a good faith complaint of harassment, and/or furnishes information or otherwise participates in any investigation of any such allegations, regardless of the outcome.

All members of the campus community are responsible for preventing discrimination, harassment, and retaliation.  This policy extends to all Skidmore faculty, staff, students, and visitors of the College’s facilities, and individuals attending College sponsored programs or events.  Skidmore College will not tolerate any such discrimination, harassment, or retaliation, and the commission of any such conduct will result in appropriate disciplinary action, up to, and including termination of employment.

The College fully supports these prohibitions and has adopted policies reflecting its commitment to non-discrimination and equal opportunity in its employment and educational practices.

Employees should report any instances they believe to constitute harassment or discrimination.  Disclosing such incidents provides the parties an opportunity for consultation with appropriate College personnel and the opportunity to resolve complaints promptly and effectively. Allegations against Faculty will be resolved according to procedures outlined in the Faculty Handbook. Allegations against students (including full-time students who are also employees) will be resolved according to procedures outlined in the Student Handbook.  Allegations against staff members (including administrators) will be resolved according to procedures outlined in the Equal Employment Opportunity, Diversity, and Anti-Harassment: Policies and Procedures.

Expectation With Respect to Consensual Sexual Relationships

Sexual relationships between faculty and students and staff and students are problematic due to the inherent power differential.  Therefore, sexual or romantic relationships between faculty and students and between staff and students are absolutely prohibited.  Similarly, sexual or romantic relationships between a supervisor or manager and any person with lesser authority within the chain of command are absolutely prohibited. Employees are encouraged to view the Policy for further information https://www.skidmore.edu/hr/eeo_diversity/staff.php.

Expectation With Respect to Violations of Skidmore College’s Sexual and Gender-Based Misconduct Policy

Skidmore College prohibits its employees from engaging in any conduct that violates the College’s Sexual and Gender-Based Misconduct policy, including, but not limited to, domestic violence, sexual violence,  and stalking.

All employees are expected to review and must familiarize themselves with Skidmore College’s Sexual and Gender-Based Misconduct Policy.  Unless you are designated to be a Confidential Resource, Employees who learn of any information that may be considered a violation of Skidmore Sexual and Gender-Based Misconduct Policy are expected to report this information immediately to the College’s Title IX Coordinator. Employees are encouraged to view the Policy for further information.




If you have questions or require additional information with respect to any Handbook content, please contact Human Resources (extension 5800).

Section 2 - Updated February 2016