Employment at Will
The University’s policies and procedures that apply to
administrators and staff are not intended to create, and do not
create, an employment contract or guarantee of continued employment
for any employee; nor does anything in any policy or work rule of
the University alter the at-will employment relationship between
the University and its administrative and staff employees. Both the
University and its employees have the right to terminate the
employment relationship at any time, with or without cause or
reason. If you have questions about Employment at Will, you may
contact Human Resources Services on the Queens campus at extension
1502 or (718) 990-1502.
Back to top
We Are an Equal Opportunity Employer
Consistent with the University’s Mission as a Catholic,
Vincentian, and metropolitan institution of higher education, the
University abides by all applicable laws that prohibit
discrimination on the basis of race, religion, color, national or
ethnic origin, age, sex (including sexual harassment and sexual
violence), sexual orientation, marital status, citizenship status,
disability, genetic predisposition or carrier status, status as a
victim of domestic violence or status in the uniformed services of
the United States (including veteran status). The University also
prohibits retaliation against anyone who has complained about
discrimination, discrimination-related harassment, or otherwise
exercised rights guaranteed by these laws. All University policies,
practices and procedures are administered in a manner that
preserves its rights and identity as a Catholic and Vincentian
institution of higher education.
Equal employment opportunity applies to all terms and conditions
of employment, including but not limited to hiring, classification,
promotion or transfer, discipline, discharge, layoff, compensation,
job training, and benefits. The University supports the
recruitment, employment, and advancement of women, minorities,
individuals with disabilities, disabled veterans and veterans of
the Vietnam era for all positions that they are qualified to
perform. Further, the University strives to enhance opportunities
for mobility and promotion of qualified candidates who are current
The University’s Equal Employment Opportunity officer ensures
that all University-wide educational and employment policies,
programs and practices are administered in accordance with the
guiding principles of equal opportunity, applicable laws and the
University’s identity as a Catholic and Vincentian institution. The
EEO Officer may be reached at (718) 990-2660.
For the University’s Policy Against Discrimination and
Harassment and Related Complaint Procedures, refer to the RIGHTS
AND RESPONSIBILITIES section of this handbook or find the link in
the right sidebar.
Back to top
Disabilities in the Workplace
Any questions you have about a disability or request for
accommodation should be directed to Human Resources Services on the
Queens campus at extension 1502 or (718) 990-1502.
Supervisors are not authorized to make decisions regarding
requests for accommodation.
Procedures to Request Accommodations and
- Employees or applicants who request accommodations for a
disability must present to HR Services documentation of a
qualifying disability from a certified and/or licensed health care
provider (e.g., physician, psychologist, optometrist, or
psychiatrist) who is qualified in the area of the employee’s
disability. Such documentation should be sufficient to permit HR
Services to determine eligibility for a requested accommodation,
and be dated recent in time to the request for accommodation.
- Documentation of impairment alone may not be sufficient to
require that the employee or applicant be provided a reasonable
accommodation. It must be demonstrated that the impairment meets
the definition of a disability according to applicable law.
- HR Services will review the documentation and, where
applicable, will engage in an interactive process with the employee
or applicant to determine the appropriate accommodation, if
- Only HR Services, and not any other employee or supervisor, may
respond to a request for an accommodation; therefore, all requests
for accommodations must be presented to HR Services and not your
supervisor. Informal accommodations that may be granted outside the
scope of the above-stated process are subject to Human Resources
approval before being honored by the University.
All documentation pertaining to a disability will be maintained
in a confidential file separate from the employee’s personnel file.
HR Services may be reached by calling (718) 990-1502.
FMLA Leave Extension Requests
Accommodation requests to extend FMLA leave should be directed
to the Employee Benefits office. A benefits representative will
provide direction on the appropriate procedures for requesting a
leave extension and the medical documentation that is required.
Employee Benefits may be reached by calling (718) 990-2020.
The full text of the University’s Disabilities in the Workplace
policy is available in the Human Resources Policy Manual,
policy #103 (this link is provided in the right sidebar).
Back to top
Current medical information indicates that students or employees
with any form of HIV/AIDS infection do not pose a health risk to
other students or employees in an academic setting. Persons with
HIV/AIDS are considered as having a disability and the legal rights
of those individuals must be protected.
In view of this scientific evaluation, St. John’s University
will not consider HIV/AIDS infection in the initial decision for
people applying to attend or be employed by the institution except
as it may affect any individual’s ability to meet objective
standards as applied to all others.
Students and employees with HIV/AIDS infection will not be
denied or restricted access to student unions, theatres,
restaurants, snack bars, gymnasiums, swimming pools, saunas,
recreational facilities, or other common areas.
Further, Student Health Services and the Center for Counseling
and Consultation will provide support services that promote the
physical and mental health of persons with HIV infection. Students
seeking services should first contact the Associate Dean for
Student Services in the Office of Student Life, who coordinates
services for all students with disabilities. If required services
are beyond the scope of those provided on campus, individuals will
be referred to other health care providers or facilities.
If an individual reveals HIV/AIDS status to any member of the
University community, this information will be accepted as strictly
confidential. No person, group, agency, insurer, employer or
institution will be provided with medical information of any kind,
including information relative to HIV/AIDS infection, without the
prior written consent of the individual, unless otherwise mandated
Back to top
Employing Relatives and Minors
Employment decisions are based on individual merit and,
therefore, St. John’s allows relatives to work at the University
with certain restrictions. An employee may not participate in
decisions regarding the hiring, retention, performance, promotion,
or salary of a relative and shall not directly supervise a
relative. Relatives who are employed by the University are reminded
of the need to remain impartial and confidential. If privacy or
confidentiality is not maintained, disciplinary action, up to and
including termination of employment, may result. Contact Human
Resources Services at extension 1502 if you have questions about
this policy, or refer to policy #109 in the Human Resources
Policy Manual (this link is provided in the right
The University adheres to federal and state laws concerning the
employment of persons under the age of 18. The law prohibits
employment of minors under the age of 14. For complete information
on the employment of minors, see policy #110 in the Human
Resources Policy Manual (this link is provided in the right
Back to top
The following are the University’s employee classifications with
related work schedules and benefits eligibility. In general,
administrators are paid on a salary basis over 24 pay periods and
staff are paid on an hourly basis over 26 pay periods.
Schedule|| ||Eligibility for
|Full-time|| ||Employed on an ongoing basis, with a standard
workweek of 35 hours|| ||All|
|Reduced Schedule|| ||Works full-time hours, but for a
period less than 12 months per year (but not less than 9 months a
year)|| ||All; salary, paid time-off, and
retirement plan are prorated|
|Temporary|| ||Employed for a fixed|
duration, normally not to exceed six (6) months. Hours in a
workweek may vary
||Employed on an ongoing basis
with a schedule that is less than 35 hours per week|
| ||None; if employee exceeds 999
hours in an employment anniversary year, becomes eligible to
participate in retirement plans|
|Research Associates and Lab Supervisors|| ||Standard workweek of|
|Full-time Security|| ||Standard workweek of|
37.5 hours operating on
a 24/7 basis
| ||All; special time off is
restricted by the essential nature of the job function.|
|Full-time Building Attendant|| ||Standard workweek of 37.5 hours|| |
|Full-time Technical|| ||Standard workweek of|
| ||All; for some positions special
time off may be restricted by the nature of the job function.|
|Maintenance/ Service|| ||Standard workweek of 40
hours|| ||All; for some positions, special
time off may be restricted by the nature of the job function.|
|Chauffeur|| ||Standard workweek of|
| ||All; special time off may be
restricted by the nature of the job function.|
|Regular Students|| ||May not exceed 20 hours per week during school
year and 35 hours per week during|
breaks and vacation periods
|College Work Study Students|| ||May not exceed 20 hours per week
during school year and 35 hours per week during breaks and vacation
Back to top
New Hire Information
The Office of Human Resources conducts an orientation program
for newly hired full-time and part-time administrators and staff
soon after employment begins. The purpose of the meeting is to
share valuable employment information with new employees and to
answer their questions. Some of the topics covered during
- The University’s Mission, Core Values, Vision and Institutional
- A history of the University and Vincentian foundation
- Employment and compliance policies and procedures
- Time-off and leave policies
- Employee benefits
- Your three-month Orientation Period
- Safety and security at St. John’s
- Navigating the University’s Intranets and the St. John’s
Your departmental orientation is the responsibility of your
supervisor. You should ask your supervisor for specific information
that pertains to your job or department.
Your St. John's University StormCard is your personal connection
to University services, purchases and access control. In addition
to identifying you as an employee of St. John’s, the StormCard
provides the ability to set up debit accounts for purchases at the
campus book store, dining facilities, computer labs, copiers,
printers and selected vending machines. Purchases may also be made
for personal training and various ticket events. The StormCard also
provides access to campus gates, buildings and events.
Uses of your StormCard include:
- Library Card
- Access Control
- Residence Halls
- Entry/Exit Gates
- Micro-Lab printing
- Vending (snacks and soda)
You are required to carry your StormCard and use it as
your primary means of identification while on St. John's University
properties. If requested to do so, you must present or
surrender your card to University administrators or persons
performing duties within the scope of University policy. If you
find a StormCard that is not yours, please return it to the Public
Safety Office. StormCards are the property of St. John’s University
and are nontransferable. Use and acceptance of this card will
indicate your agreement to abide by the terms and conditions that
govern its use.
When you terminate employment with the University, you must turn
in your StormCard to your supervisor. There is a replacement fee of
$25.00 charged for lost or stolen cards. The StormCard Office
Operations Center is located on the Queens campus within the
Department of Public Safety in the ROTC building (McDonald Center).
Contact the office at extension 6257 or (718) 990-6257.
Your Three-Month Orientation
If you are a new full-time or regular part-time administrator or
staff, or an employee who has converted to a full-time or regular
part-time position from temporary, or student worker status, you
are subject to a three-month (90-day) Orientation Period.
During this time, you will receive training in your job and your
job performance will be evaluated. Using the University’s
performance management system as a guide, you and your supervisor
should discuss expectations for the initial three-month period, set
Objectives, review the University’s Core Values and outline
Competencies. Your supervisor will evaluate your performance at the
end of the three-month period and provide verbal feedback on your
progress. This evaluation will help your supervisor to decide
whether or not to continue your employment with St. John’s.
Successful completion of the Orientation Period does not
guarantee your continued employment for any particular period. Both
the University and its employees have the right to terminate the
employment relationship at any time, with or without cause or
reason. See our Employment at Will
statement above, or in the Human Resources Policy Manual,
Back to top
Flexible Work Arrangements
The University is aware of the challenges that many employees
face as they try to balance their personal and professional
responsibilities. At the same time, it also recognizes the ongoing
need to enhance service delivery to its students, improve the
efficiency of its operations, and retain valuable employees.
Flexibility in the workplace can provide a way to manage people,
time, space, and workload more effectively, efficiently, and
Depending on the type of work arrangement, full-time and
part-time administrators and staff may be eligible to apply for
flexible work options as described below. The full text of this
policy, which includes specific eligibility and approval
requirements for each type of work arrangement, considerations and
expectations, is available in the Human Resources Policy
Manual, policy #115 (this link is also provided in the right
sidebar). In addition, template agreement forms for each type of
flexible work arrangement can be downloaded from the HR Forms page
on the STJ Intranet (link is also provided in the right sidebar).
If you and your supervisor agree that you will enter into a
flexible work arrangement, you would need to complete and sign the
- Telecommuting: This type of flexible work
arrangement allows an employee to work at home or at another
off-site location for a specified number of hours per week. A
combination of on-site and off-site work may also be arranged under
- Job Sharing: This arrangement is a form of
regular part-time work in which two people share the
responsibilities of one regular full-time position. Job sharing
positions are regular part-time and as such, must involve at least
a 50% commitment from each member.
- Flextime: This flexible scheduling arrangement
permits variations in daily beginning and ending times, but does
not alter the total number of hours worked in a day and in a
workweek. For example: under the flextime option, an employee whose
normal work hours are from 8:30 a.m. to 4:30 p.m. may arrange to
work 9:30 a.m. to 5:30 p.m. instead.
- Compressed Workweek: The compressed workweek
allows an employee to complete the standard full-time weekly hours
in fewer than five days per week. This arrangement is most
conducive to non-exempt employees who work a standard 35, 37.5 or
40 hour workweek. An example of a compressed work arrangement for a
35-hour workweek might be Monday-Wednesday with hours from 8:30
a.m. to 6:30 p.m. and Thursday with hours from 8:30 a.m. to 4:30
p.m. The compressed workweek option does not apply during summer
months if the University is closed on Fridays.
- Reduced Schedule: In this arrangement an
employee works full-time hours each week, but for a period less
than twelve months per year (but not less than nine months).
Typically, these positions extend through the academic year
(September 1 through May 31) in a consecutive nine-month period;
however, they may have other beginning and ending dates, depending
on the particular needs of the job, the employee and the
Back to top
Growth and Development
Transfer and Promotion
You are encouraged to pursue opportunities for professional
growth and development at St. John’s. Open positions at the
University are posted on the University’s website and updated
regularly, and an internal career portal exclusively for employees
makes applying for jobs online even easier. The HR Recruitment
Office also maintains a presence on Facebook and Twitter that you
can follow to keep informed of new openings as they become
The Internal Employee Career Portal lets you:
- View open positions along with job descriptions and
- Automatically identify yourself as an internal applicant
- Simplify the application process and reduce required
- Instantly review relevant policies, career tips, organization
charts, benefits information and more.
To access the portal, log into the University Information System
(UIS) directly or St. John’s Central using your St. John’s email
address and UIS password; click the “employee” tab at the top of
To be eligible to apply for a position in another department,
you must have been employed at least 12 months in your current job
and have met your job expectations as determined by your PFP
evaluation. You may apply for a position within your department
once you have completed the three-month Orientation Period.
Employees on Corrective Action are not eligible to apply for
promotions or transfers.You should inform your supervisor of your
plan to apply for another job and give a minimum of two-week’s
notice before starting in another position. For more information,
refer to the links in the right sidebar.
Your Professional Development
The Office of Human Resources provides employees with the
opportunity to significantly enhance their professional development
through two Training and Development Certificate Programs.
The programs offer a curriculum of Core and Elective workshops for
which managers and employees earn professional development units
(PDUs) and work toward receipt of a framed Certificate of
Completion along with a personalized plaque awarded during a
special graduation ceremony. Refer to the link in the right sidebar
for specific certificate program requirements and information. The
- Management Development Certificate for administrators
whose primary responsibility is managing a function and supervising
staff and/or administrators.
- Professional Development Certificate for full-time and
part-time non-supervisory administrators and staff.
In addition to professional development workshops, there are
many other activities that can help employees build skills,
knowledge, abilities and behaviors. Here is a list of development
activities to try:
- Attend meetings or conferences of professional
- Take on stretch assignments.
- Ask to participate on a task force, committee or project to
gain new skills.
- Read professional journals.
- “Job shadow” an employee in another department to understand
how your jobs fit together.
- Visit the University library for books, articles or DVDs on the
- Volunteer outside the University to learn a new skill.
- Make contacts with counterparts at other universities to
compare job approaches and resources.
- Teach someone else how to do something.
- Find a mentor or role model who can coach you and provide
- Invite someone who works in an area of interest to lunch and
ask about his or her experiences.
- Use the Internet to explore and research useful resources.
- Look for complexity or ambiguity in situations; similarly, look
for patterns and historic parallels. Use these situations to apply
what you know and build your experience further.
- Find someone with whom you can rehearse before going into a new
- Ask yourself often, “What lessons have I learned?” Analyze
successes and mistakes by asking “why?”
- Keep a learning journal.
- Take a University course through the professional development
component of the employee Tuition Remission benefit program. (Refer
to the applicable Tuition Remission policy in the BENEFITS section
of this handbook.)
- Attend University computer and technology classes offered by
the E-Studio department.
- Matriculate in a degree program at the University.
- Review jobs posted in the Internal Employee Career
Portal to identify possible opportunities as well as the
required skills, knowledge and abilities necessary for advancement.
“Like” us on the STJ-Employment Opportunities Facebook page to
receive updates about open positions as they become available.
(Refer to the Facebook link in the right sidebar.)
Development planning is an important component of Partnership
for Performance (PFP), the performance management system used at
St. John’s. The Development Plan should be used for desired growth
within your current job, future growth within the department and/or
necessary improvement in order to meet expectations.
You can get involved by communicating with your supervisor about
your short and long-term career interests, seeking out creative
development opportunities, and taking accountability for completing
development activities. Also, discuss with your supervisor and
colleagues the learning experiences you have achieved through the
development activities in which you have been engaged.
Back to top
Partnership for Performance
Full-time and regular part-time administrators and staff are
included in the University’s performance management process. At St.
John’s we believe that performance management is a cyclical and
collaborative process between you and your supervisor that gives
you direction, encourages coaching and feedback, and fosters
Partnership for Performance (PFP) is the name of the
University’s comprehensive performance management system. The key
elements of PFP are:
- Performance Planning (Performance Objectives, Vincentian Values
at Work, and Core and Leadership Competencies)
- Development Planning
- Ongoing coaching and communication between your supervisor and
- Assessment discussions and forms (Mid-Cycle Check-In and
PFP has many benefits for you. Some of the ways you can benefit
- Knowing what your supervisor and the University expects from
- Seeing how your job supports the larger University mission and
- Providing input on how to do your job more effectively.
- Communicating more frequently with your supervisor about your
- Developing in areas that need improvement.
- Creating a structured opportunity for open dialogue between you
and your manager.
- Enabling more frequent communication about changing priorities
and job performance.
- Giving high performers the recognition they deserve.
- Providing struggling employees an opportunity to improve.
- Identifying career interests and mapping an approach for
- Having clear objectives to achieve and knowing performance is
linked to rewards.
For more information on PFP, speak with your supervisor, visit
Human Resources on the web, or contact Human Resources Services at
extension 1502 from campus or (718) 990-1502. Performance
management is not intended to create, and does not create, an
employment contract or guarantee of continued employment for any
employees, nor does it alter the at-will employment relationship
between the University and its administrative and staff employees.
Both the University and its employees have the right to terminate
the employment relationship at any time, with or without cause or
Preparing for Performance Discussions with Your
You should think of performance management as a continuous
process, and not a one-time event. Throughout the performance cycle
you and your supervisor will have opportunities to meet both
informally and formally to discuss your performance and progress.
Below are suggestions that may help you to prepare for formal
Performance and Development Planning
- At the beginning of the performance cycle, prepare for the
performance planning discussion by reviewing the Employee PFP Form.
Review the Planning components of sections 1–4 and be prepared to
discuss each component with your supervisor.
- Consider appropriate Performance Objectives, Vincentian Values
at Work, Competencies and development activities to discuss with
- When your supervisor schedules your Mid-Cycle Check-In meeting,
which occurs approximately six months into the performance cycle,
you should assess yourself by reviewing your objectives, the
Vincentian Values at Work and Core Competencies on the Employee PFP
Form and be prepared to discuss accomplishments, demonstrated
strengths and areas for improvement to date with your
- The Mid-Cycle is a good time to review your objectives with
your supervisor to make sure that they are still applicable; adjust
accordingly. No form is due to HR at this time.
- When your supervisor schedules your End-of-Cycle Assessment
meeting, you should again assess yourself by writing your
self-assessment directly on the Employee PFP form.
- As you assess your performance, consider your accomplishments
and demonstrated strengths during the entire PFP cycle and areas
for future improvement in the upcoming cycle.
- Consider the status of your Development Plan and ideas you have
about what to add to it for the next performance cycle.
Linking Merit Increases to Performance
(for full-time and regular part-time administrators and
At St. John’s, our performance management process provides the
foundation for differentiating performance. Your supervisor uses
your performance rating (the extent to which your performance for
the year exceeded, met, or did not meet expectations) as one factor
in considering your compensation. The rationale for differentiating
between performance levels is to encourage high levels of
performance. For more information on opportunities for merit review
and performance awards at St. John’s, refer to the section in this
Handbook entitled WORK HOURS and COMPENSATION.
Back to top
Leaving the University
Categories of Separation
The employment of staff and administrators is at will. This
means that both the University and its employees have the right to
terminate the employment relationship at any time, with or without
cause or reason. If you have questions about Employment at Will,
you may contact Human Resources Services on the Queens campus at
extension 1502 or (718) 990-1502. You can read the University’s
Employment at Will statement by following the link provided in the
Voluntary Termination: This is separation from
the University initiated by you, the employee. This can be the
result of resignation or retirement.
- Resignation: This occurs when you
leave your employment at the University on your own initiative. The
University expects a minimum of two weeks’ notice of separation;
however, a greater notice period is preferred for administrators.
Failure to report to work or to return from a leave of absence or
time off may be interpreted by the University as a
- Retirement: This is voluntary
separation by an employee who meets the University’s retirement
eligibility criteria. You are eligible to retire if you meet
all of the following — you are at least 55 years
old and you have at least 10 years of full-time
service with St. John’s, and your age and years of
full-time service combined equal 75 years or more.
Involuntary Termination: This is separation
from employment initiated by the University. Involuntary
terminations may be the result of University-initiated reductions,
discharge, or other reasons.
- University-initiated Reductions: Some
reasons for a reduction include reorganization, position redesign,
lack of work, lack of funds, and site relocation.
- Discharge: This is termination of
employment for cause. Reasons for discharging an employee may
include, but are not limited to, misconduct, unsatisfactory work
performance, absenteeism, insubordination, violations of University
policy or rules, dishonesty, illegal acts, conflict of interest, or
any act deemed inconsistent with the University’s Mission.
Should you leave St. John’s employment, an exit interview lets
you give feedback about your experiences while working for the
University. Full-time employees who terminate employment
voluntarily have the opportunity for an exit meeting, either in
person or by phone, with a member of the Human Resources Services
team. An Exit Interview Questionnaire should be completed
prior to the interview and taken with you to review during the
meeting. Individual employee responses are confidential, and
responses are tracked on an aggregate department-level basis for
the purpose of assessing trends to strengthen employee retention
Status of Benefits
Upon separation from University employment, employees may be
eligible for certain benefits. In the case of retirement, refer to
Benefits When You Retire in the BENEFITS section
of this Handbook. In the case of an employee’s death, refer to
Benefits for Survivors, also located in the
- Vacation: Upon separation from
employment you will be paid for the cash value of any unused
accrued vacation time. You will not be paid for vacation time that
has not accrued as of the date of termination, and to which you are
not otherwise entitled. Unused sick time, personal time and
holidays have no cash value.
- Health Insurance: Upon separation
from employment, if you and any member of your family were enrolled
in a University-sponsored medical and/or dental plan, your coverage
will continue until the last day of the month in which your
employment terminated. You will also be notified of your rights to
continue coverage under COBRA, the Consolidated Omnibus Budget and
- Life Insurance: Upon separation from
employment, if you had life insurance you have the option to
convert your group life insurance policy to an individual
- Tuition Remission: Benefits cease for
you and your spouse/children upon termination. The amount of
tuition will be prorated for the semester in which you
- Retirement Plan: If you participated
in a University-sponsored retirement plan, you have several options
upon separation from employment, including leaving the accumulated
balance in the current account, rolling over the balance into
another qualified plan or into an IRA, and making a cash
withdrawal. For a copy of the plan documents, which contain more
information, contact Benefits at extension 2363 or (718)
- Long Term Care Insurance: Upon
separation from employment, participants who were enrolled can
- Pet Insurance: Upon separation from
employment, employees can elect to keep their existing policy at
the same group rate.
Breaks in Service and Rehire
If you leave the University, you may be eligible for rehire.
Supervisors determine employees’ eligibility for rehire based on
the circumstances of separation. Generally, employees who are
discharged are not eligible for rehire by the University.
If you are a former full-time employee and the University
rehires you within five (5) years of the date you left, you will
receive credit for your prior St. John’s employment time. An
adjusted hire date will be used to calculate certain benefits upon
rehire, such as vacation accrual rate, long-term disability
coverage, and to track eligibility for benefits in retirement.
Former part-time years of service are not credited if an employee
If you are out on an approved leave of absence, you will receive
continuous service credit. If you completed at least one year of
University employment and were eligible to receive the University’s
contribution to the retirement plan, you would be eligible to
participate in the plan and receive the University’s contribution
on the first of the month following your rehire date.
If you are rehired within one year to the same position that you
held when you were previously employed with the University, you
will not have to complete a new three-month Orientation Period. In
all other cases, you will be subject to an Orientation Period upon
If you are a former full-time employee who was hired by the
University on or before June 1, 2000 and rehired for full-time
employment within one year of your date of separation, you may be
eligible to receive individual medical coverage at no cost. If you
are a former full-time employee who was hired by the University on
or before June 1, 2000 and rehired for full-time employment within
one year of your date of separation, who previously paid for family
coverage for two consecutive years, you may not be required to
contribute toward the cost of family coverage upon rehire. However,
if you did not pay for family coverage during your employment at
the University, you will be required to pay the current family
contribution rate upon rehire. If you elect to waive medical
coverage when you are rehired and later you elect coverage, you
will be required to pay the current contribution rate for
individual or family coverage. The Benefits Office will determine
an employee’s eligibility for these benefits upon rehire. You can
reach Benefits at extension 2363 or (718) 990-2362.
For more on service breaks and rehire, contact the HR Services
office on the Queens campus at extension 1502 or (718) 990-1502 or
the Recruitment Office at extension 2445 or (718) 990-2445.
Back to top
Secondary Employment outside the
Secondary employment outside of St. John’s University is not
strictly prohibited. However, be aware that the University expects
your full and complete commitment to employment here at St. John’s
and it considers your full-time University position to be your
primary employment. If your secondary employment raises an actual
or potential conflict of interest or interferes with successful
performance of your University job, the University may require that
you either resign the secondary job or face termination by the
University. You must have your supervisor’s approval if you wish to
obtain secondary employment at another educational institution. The
full policy appears in the right sidebar, policy #119.
Secondary Employment within the
The University policy on administrators and staff who teach at
St. John’s can be found in the right sidebar and is policy #120 in
the HR Policy Manual. For policy information related to employees
who perform work for grants and sponsored research, refer to
policies #317 and #318, also located in the right sidebar.
Back to top