UPS OPERATIONAL POLICY UPDATE

FEBRUARY 2015

Affirmative Action DataEEO 1•Ensure that Affirmative Action/Equal Employment Opportunity data is collected consistently with federally mandated definitions

•Self-Reported Data Collected: • Sex/Gender• Racial/ethnic heritage• Veteran• Disability

Equal Employment OpportunityEEO 2•Ensure equal employment opportunity to all qualified individuals within all areas of employment

•Adopt and support measures designed to prevent and eliminate discrimination against employees and prospective employees on the basis of race, color, religion, sex, gender identity or expression, national origin, age or disability

•This operational policy takes the place of OSER in providing guidance and compliance for Equal Employment Opportunity

•Outlines requirements of affirmative action plan

•Requirements:• Periodically examine all employment policies, practices

and procedures• Maintain a written affirmative action plan• Establish and maintain an affirmative action committee• Establish and publish procedures for addressing

discrimination complaints• Performance evaluations of administrators shall include

an assessment of their attention to and support of affirmative action

Employment of VeteransEEO 3•Ensure equal employment opportunity in the hiring and retention of veterans at all UW Institutions

• Institutions are required to make good faith efforts to employ qualified covered veterans.

•Examples:• Institutions may adopt additional practices to promote the hiring and retention of veterans • Establish relationships with the Veterans Administration Medical Center

Consensual RelationshipsGEN 8•References Board of Regent Policy 14-8

•Regent Policy document: Prohibits individuals from evaluating the work or academic performance of others with whom they have a consensual romantic or sexual relationships.

Temporary InterchangeGEN 18•Allows for temporary interchange between governmental agencies.

•This language was in Wis. Stat. 230.047

•Moving the language from the statutes to operational policy

Payment of LicensesGEN 25•This is a memo that is sent out annually by Al Crist, Associate Vice President for Human Resources and Workforce Diversity

• University payment of professional license fees is prohibited.

Concealed CarryGEN 26•No language has changed

•Provides links to Wisconsin Administrative Code UWS 18 and General Counsel

•Prohibits a person from carrying, possessing or using any dangerous weapon on university lands or buildings or facilities

Development, Revision and Approval of Operational PoliciesGEN 27•Establishes the process that the operational policies would be developed and reviewed.

•The policies will be developed, revised, approved and retired under the direction of the Senior Associate Vice President for Human Resources and Workforce Diversity

•Will consult with HR Directors

•Feedback is solicited from governance and other stakeholder groups

Teaching Assistants Selection, Training and Evaluation HR 6•This is currently a Board of Regents policy that is being retired

•This Operational Policy will take the place of the BOR policy

•Repeat of Regent Policy, no changes made

•Establishes standards for selection, training and evaluation

Use of IT ResourcesWE4•This is currently a Board of Regents Policy

•There is discussion on whether this will remain a BOR policy or transition to the operational policy

•Privacy and confidentiality of electronic documents

•Limitations of Use

•Institutional Responsibility

•Access to Information

•Dissemination of Information and Official Documents

Institutional and Employee Relationships with Educational Loan LendersWE5•This is currently a Board of Regent Policy

•Outlines obligations of the UW Institutions and employees when dealing with educational loan lenders

Feedback

Your feedback is welcomed online by

Wednesday, February 25, 2015.

http://www.uwstout.edu/hr/

UPS Next Steps• Complaint Procedures

•Layoff Procedures

•Compensation Procedures

•Recruitment Procedures

•Voluntary Reassignment