Employee Resource Guide


B-8 DISCRIMINATION, HARASSMENT AND RETALIATION The University of Wisconsin-Stout is committed to maintaining a learning and working environment that is free of bias, prejudice, and harassment — an environment that supports, nurtures, and rewards career and educational advancement based on ability and performance. Discrimination against or harassment of any member of the University community based upon race, color, religion, sex, sexual orientation, gender and/or gender identity or expression, marital or parental status, genetic information, national origin, ethnicity, citizenship status, veteran or military status (including disabled veteran, recently separated veteran, other protected veteran, or armed forces service medal veteran status), age, disability, use or nonuse of lawful products off the employer's premises during nonworking hours, declining to attend a meeting or participate in any communication about religious matters or political matters, or any other category protected by law, and any other legally protected basis is prohibited by law and undermines the character and purpose of the University. Such harassment and/or discrimination is illegal and against University policy and will not be tolerated. For additional information regarding policy and reporting requirements, please review UW-Stout policy 90-61. DISPLAY OF RELIGIOUS HOLIDAY SYMBOLS ON CAMPUS During the holiday season, employees may have questions and concerns about the permissibility of displaying religious holiday symbols on campus. To address these concerns, UW System general counsel has prepared guidance on the topic. UW-Stout encourages its employees to review this guidance and to be responsible and respectful of others during the holiday season. Review the UW System guidance here. B-10 EMPLOYEE EDUCATIONAL ASSISTANCE UW System Administrative Policy 210 provides the rules governing tuition reimbursement. Reimbursement is available to all Academic Staff and Faculty who hold appointments of half time or greater and University Staff employees who hold project appointments or appointments with an expectation of continued employment. Temporary employees, Employees-in-Training, Graduate Assistants, and Student Help are not eligible. Additional information regarding the Employee Educational Assistance program can be found online. B-11 EMPLOYEE EYE AND FACE PROTECTION POLICY When required, the university will provide eye or face protection. Employees may be required to wear the protection at all times while performing their job. Failure to do so can lead to disciplinary action and may result in a reduction of Worker’s Compensation benefits if there is a job-related accident. In addition, if eye examinations for safety glasses are necessary, the university will cover the entire cost of one examination per year as necessary if it is not covered by the health insurance program. Reimbursement for eye examinations under this provision shall not exceed one per fiscal year. For additional information regarding policy requirements, please review UW System Administrative Policy 1230. B-12 EMPLOYEE PERFORMANCE MANAGEMENT The performance management process aligns the individuals’ effor t s to the organization’s goals where job -related and role-specific performance expectations are established; continuous feedback, career and professional development opportunities, and recognition is afforded to all employees. The performance management process is a critical component and requirement of pay plan administration and other compensation decisions. Please review UW System Administrative Policy 1254. B-13 JOB SECURITY The purpose of this policy is to provide a general reference for job security provisions. Please review UW System Administrative Policy 1250. B-9


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