There are three methods available for addressing employee relations problems: If you believe that you have been inappropriately treated or you desire clarification of University policies and procedures and are unable or prefer not to talk to your departmental administrator about the questions, you are encouraged to contact the Office of Human Resources, the Office of Affirmative Action, Diversity, and Inclusion, or the Staff Association Council (SAC) for assistance.
If a problem remains unresolved after using the general inquiry process, you may elect to initiate a request for redress through the informal complaint procedure.
Anyone, male or female, can be a victim of sexual harassment.
The victim and the harasser can be a woman or a man, and they can be the same sex.
110.1127, or a job assignment in which a momentary lapse in attention could result in injury or death to another person.“Specimen” means tissue, hair, or a product of the human body capable of revealing the presence of drugs or their metabolites, as approved by the United States Food and Drug Administration or the Agency for Health Care Administration.
An employer may test an employee or job applicant for any drug described in paragraph (1)(c).
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.
The supervisor’s responsibility is to meet in a timely and professional manner with you to discuss the applicable University policies.
397.311(43), that provides confidential, timely, and expert identification, assessment, and resolution of employee drug abuse.“Drug test” or “test” means any chemical, biological, or physical instrumental analysis administered, by a laboratory certified by the United States Department of Health and Human Services or licensed by the Agency for Health Care Administration, for the purpose of determining the presence or absence of a drug or its metabolites.“Employee assistance program” means an established program capable of providing expert assessment of employee personal concerns; confidential and timely identification services with regard to employee drug abuse; referrals of employees for appropriate diagnosis, treatment, and assistance; and followup services for employees who participate in the program or require monitoring after returning to work.
If, in addition to the above activities, an employee assistance program provides diagnostic and treatment services, these services shall in all cases be provided by service providers pursuant to s.
893.02 or a medication that is authorized pursuant to federal or state law for general distribution and use without a prescription in the treatment of human diseases, ailments, or injuries.“Reasonable-suspicion drug testing” means drug testing based on a belief that an employee is using or has used drugs in violation of the employer’s policy drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience.
Among other things, such facts and inferences may be based upon: Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on the employer’s premises or while operating the employer’s vehicle, machinery, or equipment.“Mandatory-testing position” means, with respect to a public employer, a job assignment that requires the employee to carry a firearm, work closely with an employee who carries a firearm, perform life-threatening procedures, work with heavy or dangerous machinery, work as a safety inspector, work with children, work with detainees in the correctional system, work with confidential information or documents pertaining to criminal investigations, work with controlled substances, or a job assignment that requires an employee security background check, pursuant to s.