Athletics

• NCAA Requirements

• SUNY Policies

Student Athletes and Coaches

Budgeting

• NCAA Division III Financial Aid Regulations

Campus-Related Entities

Foundation

Auxiliary Services Corporation

Student Government Associations

Alumni Associations

Conflicts of Interest/ Ethics

Ethics

• Joint Commission on Public Ethics (JCOPE) - New York State

Conflicts of Interest

 Education & Student Relations

State Authorizations

Disclosures - State and Federal Disclosures

Higher Education Opportunity Act HEOA

Student Rights and Responsibilities

Student Records - FERPA

Copyright

Student Voting

         National Voter Registration Act

Title IX

Employee Relations & Human Resources

• Employment Search Guidance - Legal Issues Surrounding Employment Applications
  
  SUNY offices receive thousands of employment applications each year. Recent changes in the law and its interpretation require guidance on legal requirements for some aspects of employment applications and searches for employees. The following guidance, prepared by the Office of General Counsel and issued via a memorandum on February 14, 2013,  covers the following areas related to employment searches and is applicable to classified, unclassified, and student applicants.
  • I. Non-Discrimination Language: Each State-operated campus should have an employment application. The application, or a document attached thereto, should contain language indicating the campus’s policy of non-discrimination.
  • Prior Convictions and Pending Arrests: Pursuant to federal and state law, campuses may only make very limited use of prior convictions or pending arrests when making employment decisions.
  • Use of the Internet and Social Media in Employee Searches: Although the Internet, and social media in particular, may provide an employer with information that could qualify or disqualify an applicant, employers may also learn inappropriate information through these means. Such information includes membership in protected classes that is not otherwise disclosed on the application, status as an individual with a disability, statement of political or religious views, or membership in organizations. This information is irrelevant to an applicant’s candidacy—and often impermissible to consider—but some search committee members may be tempted to use it in their decision making process. If a campus would like to use information gleaned from the Internet and social media in the hiring process, such information should be gathered by an appropriate Human Resources employee or Affirmative Action officer who is “walled-off” from the search committee for this purpose. The Human Resources or Affirmative Action employee may then use only appropriate information to remove candidates, if warranted.

Joint Commission on Public Ethics (JCOPE) - New York State

Presidential Searches at SUNY

The legal authority to appoint the president or chief administrative officer of a state-operated campus of the State University of New York is vested in the University Board of Trustees by Section 355(2)(g) of the NYS Education Law. The council of each such campus is given responsibility for recommending a candidate or candidates to the Board by Section 356(3)(a). Section 6004 (c) gives this same power to the Trustees of the College of Environmental Science and Forestry. The Board of Trustees may also appoint a president or chief administrative officer in the event that no council recommendation is made, or where a council recommendation fails to comply with the Trustees' standards and procedures.  The Board of Trustees considers the selection of campus presidents to be one of the most important of its duties. The procedures in the SUNY Presidential Search Policy are intended to assist the councils of state-operated campuses in the search for, and nomination of, individuals to fill the position of president.

Family Medical Leave Act (FMLA)

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

Equity and Diversity

Title IX

Sexual Harassment        

Facilities and Infrastructure

Information Technology and Information Systems Infrastructure

Buildings and Equipment – Building Codes

Housing and Child Care

Parking and Transportation

Emergencies and Business Continuity

Financial Aid

Financial Aid Fraud

• State Financial Aid

• Federal Financial Aid

Financial Management Practices

Contracts Compliance & Administration

Internal Controls

Fraud Policy and Procedure

Unrelated Business Income Tax

Inventory Controls

Cash Handling Procedures

Account Reconciliation and Expenditure Control

Donations & Other Money Out

Tax

FBAR

403(b) plans sponsored

Procurement and Other Money Out