Human Resources
Workplace Conduct Expectations (Policy #303)
Sets clear workplace conduct expectations, including treating others with respect, ethical decision-making, and protecting UW-Whitewater's physical and intellectual property. Employees are expected to follow health and safety regulations and comply with all applicable laws and policies.
Children in the Workplace Policy (Policy #304)
Presents factors to be considered by management when allowing an employee to bring a child into the workplace. Regardless of the visit’s reason, children are not permitted in high-risk areas to protect their safety and other campus participants.
Personnel Policies Page (Policy #305)
Provides direct access to governance documents and policies that guide employment practices at UW-Whitewater.
Equal Employment Opportunity & Affirmative Action (Policy #312)
Establishes the obligation of the university to comply with federal and state laws to ensure equal opportunity in all employment practices. Provides procedures for addressing discrimination and harassment complaints that protect the rights of each employee.
View the Equal Employment Opportunity and Affirmative Action Policy
Disability Accommodations (Policy #313)
Outlines the process for employees and applicants with disabilities to request and receive reasonable accommodations. Accommodations are provided in a timely and cost-effective manner to support equal opportunity.
Supporting Breastfeeding Employees (Policy #314)
Provides reasonable break times and a private space, other than a bathroom, for employees returning to work who would like to continue breastfeeding their infant.
Accommodation of Religious Beliefs (Policy #315)
Students sincerely held religious beliefs shall be reasonably accommodated with respect to scheduling all examinations and other academic requirements.
Universal Design (Policy #317)
Establishes guidelines to foster good design and discussion that fully encompasses the principles of Universal Design (UD) in the development of building design. This policy ensures that individuals with disabilities can access the full range of services, programming, and social use of spaces with minimal accommodations.
Veteran's Employment Plan of Action (Policy #318)
Provides guidelines and procedures for affirmative action in employing veterans and veterans with service-connected disabilities at UW-Whitewater.
Vacation (Policy #320)
Defines vacation and holiday benefits for annual and academic year employment appointments, including accrual rates and carry-over rules.
Payout of Vacation, Vacation Carryover, and “Banked Leave” Practice Directive (Policy #321)
Establishes guidelines for the administration of payout for vacation, vacation carryover, and banked leave (formerly called Annual Leave Reserve Account or “ALRA”) upon movement, retirement, or termination from the UW-Whitewater.
View the Payout of Vacation, Vacation Carryover, and “Banked Leave” Practice Directive
Military Leave of Absence (Policy #322)
Provides eligible UW-Whitewater employees with permanent status who serve in the National Guard, State Guard, or other military reserves, with up to 15 days of paid military leave per calendar year without loss of service time.
University Staff Grievance Policies (Policy #330)
Establishes a grievance procedure as a problem-solving mechanism for University Staff with an expectation of continued employment who wish to appeal working conditions, discipline, layoff, or dismissal. Applies to all permanent university staff employees.
Academic Staff Grievance Policies (Policy #331)
Establishes a grievance procedure as a problem-solving mechanism for Academic Staff to address workplace concerns or policy violations. It is recommended that Academic Staff first seek an informal resolution and then find a remedy through the complaint/grievance procedure.
Faculty Grievance Policies (Policy #332)
Establishes complaint and grievance procedures as a problem-solving mechanism for the Faculty to address alleged policy violations or workplace misconduct.
Background Check (Policy #340)
Outlines the expectation of criminal background checks for new hires, either prior to the extension of an employment offer or as part of an employment offer that is made contingent upon a successful criminal background check. Additionally, this policy states that current employees and volunteers holding a "position of trust with access to vulnerable populations" shall be subject to a criminal background check every four years, and shall be required to self-disclose certain criminal offenses.
Employee Tuition Reimbursement Policy (Policy #350)
Provides tuition reimbursement opportunities for faculty and staff who work half-time or more and have completed a full year of continuous employment at the university.
Summer Session Compensation (Policy #351)
Outlines the expectation that people employed on an academic year basis shall be compensated for additional instructional and/or non-instructional assignments during the summer session. This policy requires that any faculty or academic staff member on an academic year appointment obtains prior approval from the Dean of the School of Graduate Studies and Continuing Education.
Standard Office Hours (Policy #360)
Establishes standard office hours, legal holidays, and other institutional closure procedures for UW System institutions.
Business Cards (Policy #361)
Established the process for requesting official business cards through UW-Whitewater’s Printing Services. Each department head determines which employees are authorized to receive a business card.
Printing Services (Policy #362)
Outlines the printing and copying services available on campus for departments to use. Provides the required procedure for departments to utilize off-campus services by collaborating with the Official Print Procurement Officer to comply with federal and state laws.
Overload Change of Status (Policy #370)
Establishes the process for monitoring overload requests for non-instructional academic staff at 100% FTE to ensure employment responsibilities are met without “double-dipping”.
Teaching Reassignment Policy (Policy #371)
Outlines the process for faculty and academic staff who may have their teaching duties reassigned to perform important functions that support other aspects of the mission, goals, and/or strategic plan of UW-Whitewater.
Post Tenure Review (Policy #372)
Supports tenured faculty development and assures that the talents of each faculty member are being utilized in ways that best serve the interests of the students, the institution, the academic discipline, and the faculty member.
Miscellaneous Leave Provisions (UWSA Policy #1216)
Establishes guidelines granting paid leave for jury duty, voting, and serving as an election official during working hours. This UWSA policy also provides for a paid leave of absence in certain circumstances after an employee is held hostage and outlines leave usage upon the death of an immediate family member.
Non-Medical Leaves of Absence (UWSA Policy #1217)
Provides the framework for granting non-medical leaves of absence for the university workforce.