Subject to certain exceptions outlined within this policy, the University will not discharge or discriminate against any employee or applicant for employment because the employee or applicant has inquired about, discussed, or disclosed their own compensation or the compensation of another employee or applicant.
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The University will ensure that minority group individuals, females, protected veterans, and qualified disabled persons have equal opportunity and access to the University’s workforce and equal opportunity as employees with respect to all aspects of employment.
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.
Each faculty and staff member is expected to promptly notify his or her department head and the Office of Human Resources of changes to name, home address and telephone number. The Office of Human Resources, Administrative Services should be notified of changes in marital status, spouse’s name, number of dependents and beneficiaries in order to assure proper benefits administration.
When any University business transaction under consideration presents the potential for a conflict of interest, or the appearance of one, the faculty or staff member concerned shall not be involved in the transaction, and the University shall act in accordance with the following guidelines and procedures.
The University is required by law, when served with an income execution, wage assignment, family court support order, or federal tax levy against a faculty or staff member, to make deductions from the individual's wages until the debt has been satisfied, or as otherwise required by the order.