Section 5 - General Standards of Conduct

5-1 Workplace Conduct
5-2 Fordham’s Civility and Respectful Conduct
5-3 Punctuality and Attendance
5-4 Use of Communications and Computer Systems
5-5 Use of Social Media
5-6 Publicity/Statements to the Media and University Social Media Policy
5-7 Generative Artificial Intelligence
5-8 Personal and Company-Provided Portable Communication Devices
5-9 Camera Phones/Recording Devices
5-10 Inspections
5-11 Smoking
5-12 Personal Visits and Telephone Calls
5-13 Solicitation and Distribution
5-14 Bulletin Boards
5-15 Confidential Company Information
5-16 Conflict of Interest and Business Ethics
5-17 Use of Facilities, Equipment and Property, Including Intellectual Property
5-18 Health and Safety
5-19 Hiring Relatives/Employee Relationships
5-20 Employee Dress and Personal Appearance
5-21 Operation of Vehicles
5-22 Business Expense Reimbursement
5-23 Employment Verifications
5-24 If an Employee Leaves the University
5-25 Involuntary Separation from the University
5-26 Exit Interviews
5-27 A Few Closing Words

5-1 Workplace Conduct

Fordham University endeavors to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, collegiality and aligned with the University’s Jesuit Mission.

Unacceptable conduct may subject an employee to disciplinary action, up to and including discharge.

The following actions or behaviors are considered violations of the University Code of Conduct and may be subject to discipline, up to and including discharge, imposed in accordance with the disciplinary policies and practices of the University:

All forms of dishonesty including cheating, plagiarism, supplying false information to any University official, as well as forgery or use of University documents or instruments of identification with intent to defraud.
Theft from or damage to University property and/or theft of, or damage to the property of another while located on property of the University. Knowingly receiving, retaining or disposing of the lost or mislaid property of a member of the University community or guest, or of the University itself.
Unauthorized entry, use or occupation of University facilities, as well as the unauthorized possession, duplication or use of keys to University facilities.
Tampering with or misusing fire alarms, fire-fighting equipment or safety equipment.
Harassment (verbal or other) or physical abuse, threatening or attempting to inflict physical injury, or creating substantial risk of such injury to another member of the Fordham University community or to any person on University premises.
The unauthorized selling, purchasing, producing or possessing of any lethal weapons, explosives, fireworks or incendiary devices.
The unauthorized selling, purchasing, producing, possession or use of barbiturates, amphetamines, marijuana, hallucinogens, opiates or other addictive and illegal drugs or drug paraphernalia.
Engaging in, or inciting others to engage in, conduct which interferes with or disrupts any University function, or which prevents or limits the free expression of ideas by others, or which physically obstructs or threatens to obstruct or restrain other members of the University community or visitors.
Failing to surrender upon request by clearly identified University personnel (this includes campus security guards) in the performance of their assigned duties, the University identification card which all members of the University community are required to carry.
Engaging in lewd, licentious or disorderly conduct.
Failing to comply with the direction of clearly identified University personnel (this includes campus security guards) in the performance of their assigned duties.
Violation of published University regulations including but not limited to those regarding motor vehicles, residence halls and the McShane Campus Center.

In addition, the following are examples of some, but not all, conduct which may be considered unacceptable depending on the circumstances:

Disclosure of confidential information.
Obtaining employment on the basis of false or misleading information.
Completing another employee’s time records.
Unsatisfactory job performance or failure to perform assigned job duties.
Violation of the University Attendance Policy, including but not limited to irregular attendance, habitual lateness or unexcused absences.
Gambling on University property.
Wasting work materials.
Performing work of a personal nature during working time.
Violation of Fordham University's Policy and Procedure Against Discrimination, Harassment or Retaliation in the Workplace.
Sexual and Related Misconduct Policy and Procedures for the Fordham University Community.
Violation of the University’s Social Media Policy.
Violation of any other relevant University Policy or Guidelines.

Obviously, not every type of misconduct can be listed. The University will deal with each situation requiring disciplinary action in a fair and impartial manner.

5-2 Fordham’s Civility and Respectful Conduct

The University expects supervisors to administer their authority with reason, fairness,

and commitment to institutional values and objectives. It also expects all of

its employees to be respectful of employees in positions of authority and to work with

colleagues in a spirit of cooperation and understanding that leads to the fulfillment of the

University's service mission.

The University is a learning community that continually strives to advance collegiality, civility, and responsible stewardship. The highest standard of excellence to which the University aspires requires all employees to act in good faith, with common decency and respect for others. In any workplace, occasional problems inevitably arise, but fair and orderly processes are in place for the resolution of conflicts and disagreements. A climate of civility and respectful conduct is expected to be maintained in the workplace at all times, and appropriate measures will be taken to deal effectively with any form of intolerance, insubordination, or unwillingness to cooperate in the resolution of differences and the observance of policies, practices, and professional standards.

5-3 Punctuality and Attendance

Employees are hired to perform important functions at Fordham University. As with any group effort, operating effectively takes cooperation and commitment from everyone. Therefore, attendance and punctuality are very important. Unnecessary absences and lateness are disruptive and place an unfair burden on fellow employees and supervisors. We expect excellent attendance from all employees. Excessive absenteeism or tardiness may result in disciplinary action, up to and including discharge.

The University recognizes, however, there are times when absences and tardiness cannot be avoided. Employees are expected to notify supervisors as early as possible, but no later than the start of the work day whenever feasible. Employees should provide notification to their supervisors, stating that they are ill or late, and the expected duration of absence, for every day of absence. Employees who expect to be absent for more than five (5) consecutive working days should contact [email protected] to discuss FMLA or other leave entitlements.

Employees should also refer to the University Safe and Sick Leave Policy to understand their entitlements and responsibilities to safe and sick leave time.

Local 153 and Local 810 members should refer to the University Attendance Policy for more information.

Excessive absences or tardiness may lead to disciplinary action, up to and including discharge.

Unreported absences of three (3) consecutive workdays generally will be considered a voluntary resignation of employment with the University.

5-4 Use of Communications and Computer Systems

Fordham University's communication and computer systems are intended primarily for business purposes; however limited personal usage is permitted if it does not hinder performance of job duties or violate the University’s Acceptable Uses of IT Infrastructure and Resources Policy Statement. This includes the voice mail, e-mail and Internet systems. Users have no legitimate expectation of privacy in regard to their use of the Fordham University communication and computer systems.

All employees are on notice that Fordham University may access the voicemail and e-mail systems and obtain the communications within the systems, including past voice mail and e-mail messages, in the ordinary course of business when the University deems it appropriate to do so. The reasons for which the University may obtain such access include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse that may also be a violation of the University policies; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that University operations continue appropriately during the employee's absence.

Further, all employees are also on notice that Fordham University may review Internet usage to ensure that such use with University property, or communications sent via the Internet with University property, are appropriate. The reasons for which the University may review employees' use of the Internet with University property include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse that may also be a violation of the University policies; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that University operations continue appropriately during the employee's absence.

The University may store electronic communications for a period of time after the communication is created. From time to time, copies of communications may be deleted.

The University's policies prohibiting harassment, discrimination or retaliation, in their entirety, apply to the use of University's communication and computer systems. No employee may use any communication or computer system in a manner that may be construed by others as harassing, discriminatory, retaliatory or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any other characteristic protected by federal, state or local law.

Further, since the University's communication and computer systems are intended for business use, all employees, upon request, must inform management of any private access codes or passwords.

Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.

No employee may access, or attempt to obtain access to, another employee's computer systems without appropriate authorization.

Violators of this policy may be subject to disciplinary action, up to and including discharge.

5-5 Use of Social Media

Fordham University respects the right of any employee to maintain a blog or web page or to participate in social networking platforms, such as X (formerly known as Twitter), Facebook, LinkedIn or similar sites. However, to protect University interests and ensure employees focus on their job duties, employees must adhere to the following rules:

All rules regarding confidential and proprietary business information apply in full to blogs, web pages and social networking platforms, such as X, Facebook, LinkedIn, TikTok or similar sites. Any information that cannot be disclosed through a conversation, a note or an e-mail also cannot be disclosed in a blog, web page or social networking site.

Whether the employees are posting on their own blog, web page, social networking, X or similar site or on someone else's, if the employee mentions the University and also expresses either a political opinion or an opinion regarding the University's actions that could pose an actual or potential conflict of interest with the University, the poster must include a disclaimer. The poster should specifically state that the opinion expressed is the individual’s own personal opinion and not the University's position.

Fordham University encourages all employees to be mindful of the speed and manner in which information posted on a blog, web page, and/or social networking site is received and may be misunderstood by readers. Employees must use their best judgment when communicating on social media. Employees with any questions should review the guidelines above and/or consult with their manager, or with University Marketing and Communications.

Employees should also review the Fordham University Social Media Policy.

Nothing in this policy is designed to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment.

5-6 Publicity/Statements to the Media and University Social Media Policy

All media inquiries regarding the position of the University as to any issues must be referred to University Marketing and Communications at [email protected].

Access the University Social Media Policy.

Only the University Marketing and Communications is authorized to make or approve public statements on behalf of the University. No employees, unless specifically designated by University Marketing and Communications, are authorized to make those statements on behalf of the University. Any employee wishing to write and/or publish an article, paper, or other publication on behalf of the University must first obtain approval from University Marketing and Communications.

This policy does not apply to Faculty communicating with the media on their scholarship or public affairs.

5-7 Generative Artificial Intelligence

The University recognizes that the use of Generative Artificial Intelligence (GAI) tools can potentially assist employees with the performance of job duties. However, there are risks. To ensure the protection of protected information and the integrity of our operations, as set forth below, all employees who wish to use GAI tools must receive approval from Fordham IT and management. In some instances the Office of Legal Counsel may advise on requests. If granted, employees must comply with these requirements:

Evaluation of GAI tools - Fordham IT must evaluate the utility and security of any GAI tool before employees are granted the ability to use it. This includes reviewing the tool's security features, terms of service, and privacy policy. Fordham IT will also review the reputation of the tool developer and any third-party services used by the tool. Employees must receive management approval prior to using any AI tool after explaining the manner in which it will be used as well as its relative utility and benefits to the business.
Protection of protected data - In using any GAI tool, employees must not upload or share any confidential, proprietary, sensitive, or protected data as articulated in the Data Classification Guidelines. Similarly, employees must ensure any GAI tool does not utilize confidential or copyrighted information of a third party.
Compliance with Fordham IT’s Policies and Guidelines: Employees are obligated to review the Acceptable Uses of IT Infrastructure and Resources Policy as well as the Data Classification and Protection Policy and Data Classification Guidelines. Employees are compelled to abide by these policies and guidelines.

5-8 Personal and Company-Provided Portable Communication Devices

Fordham University-provided portable communication devices (PCDs), including cell phones and personal digital assistants, should be used primarily for business purposes. Employees have no reasonable expectation of privacy in regard to the use of such devices, and all use is subject to monitoring, to the maximum extent permitted by applicable law. This includes, as permitted, the right to monitor personal communications as necessary.

Some employees may be authorized to use their own PCD for business purposes. These employees should work with the IT department to configure their PCD for business use. Communications sent via a personal PCD also may be subject to monitoring if sent through the University's networks and the PCD must be provided for inspection and review upon request.

All conversations, text messages and e-mails must be professional. When sending a text message or using a PCD for business purposes, whether it is a University-provided or personal device, employees must comply with applicable University guidelines, including policies on sexual harassment, discrimination, confidentiality, equipment use, operation of vehicles, University Code of Conduct and any other applicable University policy. Using a University-issued PCD to send or receive personal text messages is prohibited at all times and personal use during working hours should be limited to emergency situations.

If employees who use a personal PCD for business resign or are discharged, they will be required to submit the device to the IT department for resetting on or before their last day of work. At that time, the IT department will reset and remove all information from the device, including but not limited to, University information and personal data (such as contacts, e-mails and photographs). The IT department will make efforts to provide employees with the personal data in another form (e.g., on a disk) to the extent practicable; however, the employee may lose some or all personal data saved on the device.

Please note that whether employees use their personal PCD or a University-issued device, the University's Acceptable Uses of IT Infrastructure and Resources Policy Statement, including but not limited to, proper use of communications and computer systems, remain in effect.

5-9 Camera Phones/Recording Devices

Due to the potential for issues such as invasion of privacy, as well as inappropriate disclosure of confidential information, employees may not use the camera or video function on any cell phone or other types of recording devices anywhere on University property, including to record conversations or activities of other employees or management, while performing work for the University, unless the recording was made as part of an employee’s job duties.

Publication, distribution, or posting of recordings of members of the Fordham University community and/or any persons on Fordham University property online or via social media is prohibited unless the intention to do so is made clear prior to recording and only if consent is given by all participants. Notwithstanding the following, in determining whether an employee's actions may lead to disciplinary action, the University will consider whether the recording was made in connection with prevention of a crime, violation of law or violation of an express University policy.

Camera and video restrictions on campus are not intended to infringe on any employee’s right to engage in protected concerted activity.

5-10 Inspections

Fordham University reserves the right, while on University property and for legitimate business reasons, to inspect employees' personal possessions and property, personal vehicles parked on University property, and work areas. This includes lockers, vehicles, desks, cabinets, workstations, packages, handbags, briefcases and other personal possessions Employees are expected to cooperate during the inspection.

5-11 Smoking

Fordham University is committed to maintaining a safe and comfortable learning and working environment for its faculty, students and staff. Additionally, it is the University’s responsibility to comply with the New York City Smoke-Free Air Act of 2002. It shall therefore be the policy of Fordham University to prohibit smoking (including e-cigarettes) in all indoor, public and working areas of the University. This includes, but is not limited to, all classrooms, auditoriums, meeting rooms, lounges, cafeterias, University vehicles, private offices and general workplace areas. Employees may only smoke outside the building during designated breaks and lunch periods.

5-12 Personal Visits and Telephone Calls

Disruptions during work time can lead to errors and delays. Therefore, personal telephone calls must be kept to a minimum, and only be made or received after working time, or during lunch or break time.

Employees should refrain from having personal guests visit or accompany them anywhere on Fordham University premises, unless they received prior supervisory approval.

5-13 Solicitation and Distribution

To avoid distractions, Fordham employees may not solicit or distribute information regarding another organization to any Fordham employee during either employee's work time. "Work time" is defined as the time employees are engaged, or should be engaged, in performing their work tasks for Fordham University. Non-employees who are permitted on University premises are also prohibited from soliciting or distributing information to employees during work time.

In addition, even during non-work time, employees may not use University mail, e-mail, telephone, supplies, or equipment to solicit or distribute information on behalf of another organization.

On occasion, the University may offer an opportunity for employees to participate in charitable events sponsored by the University (e.g. blood drives, food drives). Such participation is purely voluntary and agreeing to participate does not violate this policy.

Employees who violate this policy may be subject to disciplinary action.

5-14 Bulletin Boards

Notices and items of general interest are generally posted on the University website. However, important notices and items of general interest are also continually posted on Fordham University bulletin boards. Employees should make it a practice to review the University website and bulletin boards frequently. This will assist employees in keeping up with what is current at Fordham University. Unless authorized, employees should not post or remove any material from the University’s bulletin boards.

5-15 Confidential Company Information

During the course of work, employees may become aware of confidential information about Fordham University's business, including but not limited to information regarding University finances, student private information (e.g., FERPA - Family Educational Rights and Privacy Act - protected data), employee private information (e.g., salary information), software and computer programs, marketing strategies, suppliers, as well as customers and potential customers. Employees also may become aware of similar confidential information belonging to the University's third-party vendors. It is extremely important that all such information remain confidential, and not disclosed. Any employee who improperly copies, removes (whether physically, electronically or photographically), uses or discloses confidential information (except for those with a business need to know) (except for those with a business need to know) may be subject to disciplinary action, up to and including termination. Depending on the department and access to confidential information. Depending on the department and access to confidential information, employees may be required to sign an agreement reiterating these obligations.

5-16 Conflict of Interest and Business Ethics

Fordham University requires all employees to avoid any conflict between their interests and those of the University, and to disclose promptly any actual or potential conflicts such as:

Holding an interest in or accepting free or discounted goods from any company or organization that does, or is seeking to do, business with the University, by any employee who is in a position to directly or indirectly influence either the University’s decision to do business, or the terms upon which business would be done with such company or organization.

Holding an interest in an organization that competes with the University.

Being employed by (including working as a consultant) or serving on the board of any organization that does, or is seeking to do, business with the University or which competes with the University.

Gaining personally, e.g., through commissions, loans, expense or travel reimbursements or other compensation, from any company or organization doing, or seeking to do, business with the University.
Using Fordham’s resources (e.g., email address or electronic devices) to conduct business outside of the employee’s job at the University.

A conflict of interest may also exist when a member of an employee's immediate family is involved in situations described above.

Subject to any other applicable rules or regulations, this policy is not intended to prohibit the acceptance of modest courtesies, openly given and acknowledged as part of the usual business amenities, e.g., occasional business-related meals or promotional items of nominal or minor value not to exceed $50 per occurrence (cumulative value for courtesies, meals, and/or items not to exceed $250 in any twelve (12) month period).

It is the responsibility of the employee to promptly report any actual or potential conflict that may exist between the employee (and employee’s immediate family) and the University. In the absence of disclosure, violations of the principles and standards contained in this policy statement may be subject to discipline, up to and including employee discharge. Employees with decision-making authority will be required to acknowledge receipt of this policy and when applicable, disclose any existing or potential conflicts.

Once a Conflict of Interest is disclosed to the Office of Internal Audit, in consultation with the Office of Legal Counsel, it will determine next steps with respect to the Conflict. It may determine that the Conflict of Interest will be managed, reduced, or eliminated. The President of the University, in consultation with the Office of Internal Audit, Office of Legal Counsel, and the Chair of the Executive Committee of the Board of Trustees, retains final authority to determine appropriate disciplinary measures for failure to comply with the terms of this policy.

Employees can refer to the University Policy for additional details.

5-17 Use of Facilities, Equipment and Property, Including Intellectual Property

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards and guidelines.

Employees should notify their supervisor if any equipment, machines, or tools appear to be damaged, defective or in need of repair. Prompt reporting of loss, damages, defects and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. Supervisors can answer any questions about the employees' responsibility for maintenance and care of equipment used on the job.

Employees are also prohibited from any unauthorized use of the University's intellectual property, such as audio and video tapes, print materials and software.

Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to and including discharge.

5-18 Health and Safety

The health and safety of employees and others on University property are of critical concern to Fordham University. The University intends to comply with all health and safety laws applicable to our business. To this end, we must rely upon employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be conscientious about workplace safety, including proper operating methods, and recognize dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to management immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the University's premises, or in a product, facility, piece of equipment, process or business practice for which the University is responsible should be brought to the attention of management immediately.

Periodically, the University may issue rules and guidelines governing workplace safety and health. The University may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should familiarize themselves with these rules and guidelines, as strict compliance will be expected.

Any workplace injury, accident, or workplace caused illness must be reported to the employee's supervisor as soon as possible, regardless of the severity of the injury or accident, and the Office of Human Resources Management at [email protected].

5-19 Hiring Relatives/Employee Relationships

A familial (or familial type) relationship among employees can create an actual or potential conflict of interest, especially where one relative supervises another relative, domestic or relationship partner, ex-spouse, ex-partners or members of the same household. To avoid this problem, Fordham University may refuse to hire such individuals in a position where the potential for favoritism or conflict exists.

In other cases, such as personal relationships where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the parties may be separated by reassignment or discharged from employment, at the discretion of the University. All parties to any type of romantic, sexual, or intimate personal relationship should refer to the University Sexual and Related Misconduct Policy and Procedures for the Fordham University Community, specifically the Prohibited Consensual Relationships section.

If two employees marry, become related, or enter into a romantic, sexual, or intimate relationship, they may not remain in a reporting relationship or in positions where one individual may affect the compensation or other terms or conditions of employment of the other individual and must disclose this relationship to management. The University generally will attempt to identify other available positions, but if no alternate position is available, the University retains the right to decide which employee will no longer remain employed.

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.

5-20 Employee Dress and Personal Appearance

Employees are expected to report to work well-groomed, clean, and dressed according to the requirements of their position. Some employees may be required to wear uniforms or safety equipment/clothing. Employees should contact their supervisor for specific information regarding acceptable attire for their position. If employees report to work dressed or groomed inappropriately, they may be prevented from working until they return to work well-groomed and wearing the proper attire.

Nothing in this section is intended to violate any non-discrimination laws.

5-21 Operation of Vehicles

All employees authorized to drive University-owned or leased vehicles or personal vehicles in conducting University business must possess a current, valid driver's license and an acceptable driving record. Any change in license status or driving record must be reported to management immediately.

Employees must have a valid driver's license in their possession while operating a vehicle on University property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate safe driving habits at all times.

Employees who drive for University business are prohibited from using cell phones while driving, unless they are authorized to use a hands free connection.

University-owned or leased vehicles may be used only as authorized by management.

Employees who receive a traffic violation ticket while operating a University vehicle are required to report it to their supervisor and are personally responsible for paying the traffic ticket, unless the violation was justified in the scope of the work performed when the infraction occurred.

5-22 Business Expense Reimbursement

Employees will be reimbursed for reasonable approved expenses incurred in the course of business. These expenses must be approved by the employee's supervisor, and may include air travel, lodging, meals, cab fare, rental vehicles, or gas and car mileage for personal vehicles. All expenses incurred should be submitted to Concur Travel and Expense Reporting along with the receipts in a timely manner.

Employees are expected to exercise restraint and good judgment when incurring expenses. Employees should contact their supervisor in advance if they have any questions about whether an expense will be reimbursed.

Employees who have a University issued credit card, must comply with the Merchant Credit Card Acceptance Policy.

Part-time and full-time Faculty should also consult the University Statutes or the Fordham Faculty United collective bargaining agreement for additional requirements.

5-23 Employment Verifications

Fordham University will respond to reference requests through the Office of Human Resources Management. The University will provide general information concerning the employee such as date of hire, date of discharge, and positions held. Requests for reference information must be in writing, and responses will be in writing. Please refer all requests for references to the Office of Human Resources Management at [email protected].

5-24 If an Employee Leaves the University

Should an Administrator decide to leave the University, Fordham requests the individual to provide to the supervisor at least three (3) or more weeks of advance notice before the departure date, depending on their years of service.

Completed Years of Service	Minimum Advance Notice
Less than 5 years	15 days (3 weeks)
5 through 19	20 days (4 weeks)
20 or more	25 days (5 weeks)

Local 153 and Local 810 members should provide at least two (2) weeks’ notice, as indicated in their Collective Bargaining Agreements. All University property including, but not limited to, keys, security cards, laptop computers, cell phones, uniforms, etc., must be returned at the time of separation. Employees also must return all of the University's Confidential Information upon separation.

5-25 Involuntary Separation from the University

Separation for Reasons Other than Cause (Administrators Only)

For administrators only, if employment with the University ends for reasons other than cause, such as a reduction in staff, reorganization, etc., the employee may receive notice or pay in lieu of notice as outlined below:

Service	Minimum Notice or Pay in Lieu of Notice
6 months to 1 year	2 weeks
1 to 3 years	8 weeks
3 to 5 years	10 weeks
5 to 7 years	12 weeks
More than 7 years	16 weeks

Please note: Grant-funded positions are not eligible for pay in lieu of notice.

Should an administrator who received severance in accordance with this provision be re-hired by the University, within 1 year of their last date of work, the individual will be required to return any severance package received from the University unless it was otherwise agreed upon by the employee and the University.

Employees rehired by the University will not have their benefits reinstated (e.g., vacation accruals). However, if the duration between their departure from the University and their rehire is shorter than their previous length of service at the University, they will be eligible to bridge their prior service for the purpose of University contributions to their retirement plan.

5-26 Exit Interviews

Employees who separate from the University are strongly encouraged to participate in an anonymous exit interview survey administered electronically by the University. Employees can also meet with a representative from the Office of Human Resources Management for an in-person exit interview by calling 718-817-4930 or emailing [email protected].

5-27 A Few Closing Words

This handbook is intended to give employees a broad summary of information they should know about Fordham University. The information in this handbook is general in nature and, should questions arise, please contact the Office of Human Resources Management at 718-817-4930 or via email at [email protected].

While the University intends to continue the policies, rules and benefits described in this handbook, Fordham, in its sole discretion, may always amend, add to, delete from or modify the provisions of this handbook and/or change its interpretation of any provision set forth in this handbook.