- Smoke-Free Workplace
- Family and Medical Leave
- Americans with Disabilities (ADA)
- Employee Assistance Program (EAP)
In accordance with section 1399-o of the New York State Public Health Law, smoking is prohibited in all indoor areas of all College buildings and in all College vehicles.
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The Family and Medical Leave Act (FMLA), a federal law effective August 5, 1993, requires the college to provide up to 12 work weeks of job protected leave in a 12 month period to eligible employees for one or more of the following reasons: (1) The birth of the employee’s son or daughter, and to care for the newborn child; (2) The placement with the employee of a son or daughter for adoption or foster care, and to care for the newly placed child; (3) To care for the employee’s spouse, son, daughter, or parent with a serious health condition; and,(4) Because of a serious health condition that makes the employee unable to perform one or more of the essential functions of his or her job. Employees are eligible if they have worked for the college for at least one year and for 1,250 hours over the previous 12 months.
Ordinarily an employee must provide 30 days advance notice when the need for FMLA leave is foreseeable. Medical certification on college forms is required to support any such leave request. The College may require second and third medical opinions at its expense as well as periodic reports on an employee’s status and intention to return to work. The College also reserves the right to require a fitness for duty report in order for an employee to return to work. Except where specified otherwise by contract or law, the College requires sick time, if applicable, and other accrued leave time to be used in concurrence of leave under FMLA.
FMLA provides for job protection and benefits during the leave period. Employees on FMLA leave are entitled to health insurance coverage during leave under the same terms and conditions as active employees. Upon return from FMLA leave, most employees must be restored to their original or equivalent position and pay, benefits, and other terms and conditions of employment.
FMLA makes it unlawful for the College to interfere with, restrain, or deny the exercise of any right provided by the Act. FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement providing for greater family or medical leave rights.
Additional information concerning FMLA, as well as a copy of the procedure, is available from the Human Resources Office, ext. 4660.
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SUNY Orange is committed to complying fully with the Americans with Disabilities Act (ADA). We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities. We conduct all our employment practices and activities on a non-discriminatory basis.
Our hiring procedures have been reviewed and they provide meaningful employment opportunities for persons with disabilities. We only make pre-employment inquiries regarding an applicant's ability to perform the duties of the job.
Reasonable accommodation is available to an employee with a disability when the disability affects the performance of job functions. We make our employment decisions based on the merits of the situation in accordance with defined criteria, not the disability of the individual.
Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. We make all types of leaves of absence available to all employees on an equal basis.
SUNY Orange is also committed to not discriminating against any qualified employee or applicant because the person is related to or associated with a person with a disability. SUNY Orange will follow any state or local law that gives more protection to a person with a disability than the ADA gives.
SUNY Orange is committed to taking all other actions that are necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and any other applicable federal, state, and local laws.
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The Employee Assistance Program (EAP) provides confidential professional help for employees having personal problems. The EAP can help with personal problems such as interpersonal conflict, alcohol and drug abuse/dependency, marital conflict, family and parenting concerns, financial hardship, physical illness, legal difficulties, gambling, mental and emotional distress, eating disorders and other life stresses.
EAP services are available off campus to all eligible employees and their dependent family members. An employee and/or dependent visiting the EAP will have an opportunity to talk with a professional about concerns and receive counseling and referral services to help resolve the problem. Direct services of the program are provided at no cost to an employee or dependent family member. Activities and records of the EAP are kept strictly confidential by the program provider.
An employee or dependent family member may access the EAP directly — 24 hours a day, 7 days a week — by calling 1-800-962-7487 for an appointment. Additional information about EAP is available from the Human Resources Office (Orange Hall), ext. 4660.
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Human Resources Information:Phone: (845) 341-4660
Fax: (845) 341-4670
Located in Orange Hall,
115 South Street Middletown, NY 10940