Employee Resource Guide

UNIVERSITY OF WISCONSIN-STOUT NEW EMPLOYEE RESOURCE GUIDE

Requests for an alternative work pattern should initially be discussed with an employee’s immediate supervisor. Prior approval by the supervisor, department/school, and division is required.

The Human Resources Office must be informed of any alternative work pattern developed.

B-4 AMERICANS WITH DISABILITIES ACT (ADA) In accordance with the Americans with Disabilities Act (ADA), UW-Stout will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified employees with disabilities unless the accommodation would impose an undue hardship on the operation of our business. If employees need assistance to perform their job duties because of a physical or mental condition, they should contact the ADA Coordinator in the Office of Human Resources. For additional information regarding policy and reporting requirements, please review UW- Stout policy 89-50. CHILDREN IN THE WORKPLACE Maintaining the safety and health of University of Wisconsin-Stout employees, students, guests and visitors relies upon the control of hazardous conditions and the prevention of unsafe behaviors. When the visitors are children, diligence to guard against unsafe conditions and unpredictable behaviors must be heightened. The workplace is typically not an appropriate place for children of employees. However, the university recognizes that employees may occasionally, with supervisor approval, want to bring children to the workplace for brief visits, specific campus events, situational convenience, or family emergencies. For additional information regarding policy requirements, please review UW-Stout policy 16-78. B-5 B-6 CONSENSUAL RELATIONSHIPS Romantic and/or sexual relationships between faculty or other staff and students, or between supervisors and subordinates, are a concern of UW-Stout in cases where conflict of interest or abuse of power exists. Consensual romantic and/or sexual relationships where a definite power differential between the parties exists may constitute sexual harassment if the effect of such a relationship interferes with an individual’s academic or professional performance or if it creates an intimidating environment upon its termination. Thus, it is in the interest of UW-Stout to provide clear direction and educational opportunities to the university community about the potential risks associated with consensual romantic and/or sexual relationships where a definite power differential between the parties exists. For additional information regarding policy and reporting requirements, please review Regent Policy Document 14-8. CRIMINAL BACKGROUND CHECK The University of Wisconsin-Stout is committed to ensuring a safe campus environment for students, employees, and visitors through the performance of criminal background checks. A criminal background check is part of a general background review on potential employees and volunteers. Except as otherwise provided in this policy, a criminal background check must be performed on each new hire for a UW-Stout position. A pending criminal charge or conviction will not necessarily disqualify an applicant. In compliance with the Wisconsin Fair Employment Act, the university does not discriminate on the basis of arrest or conviction record. For additional information regarding policy requirements, please review UW-Stout policy 07-61. B-7

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