This Policy is the basis for the University’s commitment to maintaining a workplace and academic environment free from unlawful discrimination and harassment.
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This policy establishes the policy and process for assessing whether an individual performing work or services for the University is properly classified as a University employee or as an independent contractor.
The University will not knowingly employ or continue to employ persons who do not meet the requirements of federal laws pertaining to immigration and naturalization. Further, all employees must complete the U. S. Citizenship and Immigration Service’s (USCIS) Employment Eligibility Verification, Form I-9, as per USCIS guidelines.
This policy outlines the grievance procedure, which is designed to supplement the informal departmental means of resolving staff members’ problems or complaints.
The intent of this policy is to meet regulatory responsibility as well as ensure an environment that complements our mission as a provider of health care, research and education.
Faculty and staff members who leave the University in a benefit eligible (full-time or part-time) status, and are subsequently rehired to a benefit eligible (full or part-time) status at the University within five years of their termination date, will have previous benefit eligible University service reinstated at time of rehire and their service date adjusted accordingly.
This onboarding program is mandatory for all new staff and those who have been rehired. Those employees changing from non-bargaining unit positions into bargaining unit positions will need to attend the session related to their bargaining unit. Faculty members may attend the general onboarding program upon request.
The determination of each operating unit's staff requirements, and the designation of jobs in their units including vacancies to be filled, are responsibilities of the dean, director, and department head. The Office of Human Resources has general responsibility for facilitating the hiring process.
Orderly pay and benefits administration as well as compliance with state and federal regulations require that a record of actual hours worked be maintained on a daily basis for all nonexempt (hourly-paid) staff. Accurate records of paid non-work time (with the exception of sick time, unless it is the beginning of a disability) must also be maintained for exempt (salaried) staff.
The responsibility for sharing information must be centralized and controlled to minimize the University’s risk of liability for release of inappropriate information. All requests for references from sources outside the University pertaining to a current or former employee should be directed to THE WORK NUMBER. Supervisors may provide reference information to internal University sources only.