Employee Assurances & Protections
SUNY Broome is committed to fostering a workplace built on trust, fairness, and accountability. This page highlights the policies and practices that protect employee rights, ensure equitable treatment, and support a respectful and inclusive campus environment.
Access the official guidelines that support consistent, fair, and informed decision-making across the college community.
Employees may have access to sensitive information about students and colleagues. It is essential to comply with laws and policies governing its use and disclosure, including:
Broome County Code of Ethics, Chapter 53 – Prohibits the disclosure of confidential information or its use for personal gain.
Family Educational Rights and Privacy Act (FERPA) – Restricts the release of student information without written consent.
For student-related inquiries, please reach out to the appropriate department (e.g., Admissions, Financial Aid, Registrar).
To ensure responsible stewardship, only authorized individuals may commit college funds or resources. For guidance or clarification, please refer to the Purchasing and Contract Guidelines or contact the Purchasing Office at ext. 5225.
SUNY Broome is dedicated to fostering a respectful, inclusive, and safe learning and working environment. The College does not discriminate based on race, color, sex, gender identity, age, national origin, religion, disability, veteran status, or other protected categories. Discrimination, harassment, and sexual misconduct of any kind are not tolerated.
Support is available. SUNY Broome’s Affirmative Action Officer and Deputy Title IX Coordinator, Paige Sedlacek (Wales 103, ext. 5213, sedlacekpm@sunybroome.edu), and Title IX Coordinator, Dr. Scott Kane (Commons 104, ext. 5009, kanes1@sunybroome.edu), are available to assist with concerns. Contact information is also posted in each building. You are encouraged to speak with any trusted college official, including chairs, deans, advisors, or supervisors, for support or guidance.
SUNY Broome provides a clear process for addressing concerns related to discrimination. The full procedure is available under General Administration (GA 2001.1) on the Policies & Procedures page.
To file a complaint, you can use the electronic Discrimination Complaint Form. All concerns are taken seriously and handled with care and confidentiality.
SUNY Broome is committed to maintaining a safe, respectful, and inclusive environment, and strictly prohibits all forms of sexual harassment and discrimination. In alignment with SUNY policy, the college provides mandatory annual training, clear reporting procedures, and thorough follow-up on all concerns.
You can review the full Sexual Harassment Response and Prevention Policy under Personnel Affairs (PA 3013) on the Policies & Procedures page.
USERRA is a federal law that protects the employment rights of individuals who serve in the military or other uniformed services, ensuring they are not disadvantaged in their civilian careers due to their service. It guarantees reemployment rights, continued health insurance coverage, and protection from discrimination and retaliation.
Learn more at the U.S. Department of Labor USERRA page.
To support a healthy campus environment, SUNY Broome prohibits the use of all tobacco and smoking products— including e-cigarettes and cannabis—on campus, except in two designated outdoor smoking gazebos.
View the full policy under Facilities and Grounds (FG7002).
Employees are expected to maintain high ethical standards and avoid situations that could impair objective judgment or create a conflict between personal interests and professional responsibilities. Compliance with the Broome County Code of Ethics and Article 18 of the General Municipal Law is required.
View the full policy under General Administration (GA 2004).
SUNY Broome Community College is dedicated to maintaining a respectful and equitable environment. We address potential conflicts of interest or power imbalances in romantic or sexual relationships, particularly those between individuals of different authority levels. These relationships can lead to perceptions of favoritism, supervisory issues, and other workplace concerns. The College also ensures that nepotism, defined as favoritism toward relatives or household members in employment decisions, is avoided to preserve fairness and morale.
- View the Amorous Relationship Policy under Personnel Affairs (PA 3010).
View the Nepotism Policy under Personnel Affairs (PA 3011).
In accordance with New York State Labor Law Section 206-c, all employees have the right to express breast milk in the workplace. SUNY Broome provides designated break times and private spaces for lactation purposes. Employees can contact Human Resources for information on available locations or visit the College’s webpage for more details.
For more information on New York State’s policy, visit the NYS Department of Labor website.
