70 courses with the subject HR, each shown exactly as we captured it from the college's catalog, with every element we hold. Where the wording looks broken, that is our reading of the catalog, not the college's text.
This policy was developed to address a gap in emergency financial support available to UTK faculty and staff, who historically have not had access to the type of immediate relief available to students.
To recognize retiring faculty members or administrators for distinguished service to the University of Tennessee over an extended period of time.
To define employee groups, employee subgroups, employment percentage, employment status, and other employment issues, which specify employment conditions and applicability of human resources policies to each University of Tennessee employee or affiliate.
To provide guidelines concerning age restrictions and conditions of employment.
To prevent conflict of interest in decision-making due to factors of kinship in reporting relationships among employees.
To state the conditions under which employees retired from service with the University of Tennessee, the Tennessee Board of Regents institutions, Locally Governed Institutions or the state of Tennessee (including all TCRS participating employees) may be further emplo
To provide guidelines for the employment of university staff by other university employees in an employment situation external to the university.
To solicit employees’ comments about their work experience at the university and their reasons for leaving, to secure return of university property, and to guard against unjustified unemployment compensation.
To establish and define the university’s policy concerning the professional development and training of employees.
To provide all regular staff employees and their supervisors an opportunity to discuss the employee’s job performance, set goals for professional development and establish objectives for contributing to the department’s mission.
To assure that accurate and complete personnel data are maintained, that individual employees are afforded an opportunity to see that their records reflect such standards, and that the release of information from personnel files is adequately monitored.
To establish a period of time during which a newly hired regular staff (non-faculty) employee’s work performance can be evaluated by the supervisor.
Human resources shall develop procedures governing recruiting to fill position vacancies. Such procedures shall conform to the search requirements outlined in the applicable affirmative action plan.
To provide a consistent and equitable method of eliminating positions as the result of reorganization, curtailment of operations, or lack of funding. This policy does not apply to faculty positions or limited duration appointments.
To provide a consistent and equitable method of reinstating former staff employees who were laid off pursuant to a reduction in force.
To identify the types of terminations and establish termination categories for university employees.
To establish and maintain a uniform list of job titles for all university employees.
To state the university policy concerning fair employment practices, which is designed to promote equal employment opportunity for all university employees and applicants for employment.
To state university policy prohibiting all employees from engaging in sexual harassment, other discriminatory harassment, and retaliation, and to inform members of the university community about how to complain about and to report potential violations of this policy.
To provide eligible regular staff and 12-month faculty with paid time away from work.
To provide a benefit payment in the event of the death of a regular university employee who dies while in an active pay status.
To establish a systematic method of computing the length of service for each staff employee for educational assistance, leave of absence, service as an employee representative, and reduction in force.
To protect employees from loss of pay while serving on jury duty or as a witness in state, federal, or local court.
To define administrative closings and compensation guidelines for regular employees.
To enable regular faculty and staff to perform their present duties more effectively and to assist them in preparing for future opportunities by providing a plan of educational assistance.
To assist regular employees by providing a student fee discount for their spouses and depended children who are classified as undergraduate students at the University of Tennessee and to encourage such qualified students to attend the university.
To provide time off to regular university employees to continue their education and/or participate in research, grants, or fellowships.
To provide time off to eligible university employees consistent with the federal Family and Medical Leave Act, 29 U.S.C. § 2601 et seq. (“FMLA”) and Tennessee Parental Leave Act, Tennessee Code Annotated § 4-21-408 (“TPLA”) for the following reasons: childbirth, or a
Version: 1 // Effective: 07/01/2001
To provide time off without loss of pay for regular university employees for bereavement and to attend the funeral of a close relative.
Version: 2 // Effective: 08/12/2024
To specify holidays and compensation guidelines for regular university employees.
To provide time off to university employees due to such reasons as illness or injury of an employee or other personal or family reasons.
To assure the transfer of annual and sick leave for employees transferring between the university, state agencies, a Tennessee Locally Governed Institution, a Tennessee Board of Regents institution and local school boards.
To ensure university employees have the opportunity to continue employment with the university while fulfilling their military obligation and to provide appropriate reemployment opportunities.
To define personal leave and compensation guidelines for regular non-exempt employees.
To provide tenured faculty a transition from full-time service to retirement.
To provide a retirement plan for university faculty and staff.
To protect eligible regular staff and 12-month faculty against loss of earnings due to personal or family (spouse, child, or parent) illness, injury, and/or due to childbirth or adoption.
To provide guidelines for establishing a sick leave bank for employee use only at any University of Tennessee campus or institute for regular employees who are eligible to accrue sick leave. The sick leave bank shall provide emergency sick leave to member employees w
To define guidelines by which sick leave may be voluntarily transferred to sick leave bank members who have suffered a continuing disability due to illness or injury.
To provide eligible university employees with social security benefits.
To allow regular employees to divert portions of their current pre-tax earnings into a deferred compensation plan through payroll reduction service.
To encourage all university employees to vote in state, national, and local elections.
Workers’ compensation benefits for university employees are provided by the State of Tennessee in accordance with state law. The State of Tennessee and its Third-Party Administrator (TPA) are responsible for determining benefits payable for work-related injuries and This policy explains the responsibilities of employees who sustain work-related injuries and their supervisors and provides other information for injured employees. Campus and unit procedures may include additional responsibilities for injured employees and their sup
As part of its commitment to employees who experience a work-related injury or illness, the University has a program designed to assist employees in their return to meaningful, productive employment as quickly as possible. This policy explains the university’s transi This policy also explains how to request modification of assigned job duties for employees who may be unable to perform their regular job duties due to pregnancy.
To provide eligible University faculty and staff paid time off (separate from and in addition to accrued Sick and Annual Leave) to donate a body organ or bone marrow.
Policy: As a higher education system charged with serving the citizens of Tennessee, we recognize our faculty and staff as our most critical asset and our principal source of excellence. In order to achieve our mission of teaching, research and service, we must attract, retain and reward a highly-qualified workforce. We achieve this objective by providing a total compensation package including base pay, benefits, personal and professional development, and the intrinsic values of working in an education environment. Our three guiding principles are: The University ’s goal is to provide total compensation that is competitive within the relevant labor markets in which we compete to attract highly-skilled and competent employees. The University recognizes skills, experience and performance of faculty and staff and seeks to retain and develop employees by providing opportunities for learning, growth and career development. The University’s policies and practices are consistent with equal opportunity principles and applicable laws. We recognize that there are many talents and contributions necessary to support the University of Tennessee. Compensation policies and procedures will support the university’s strategic direction over the long term. Policy Details:
To provide a fair, flexible and competitive compensation program that will support efforts to attract, retain and reward high-performing employees at all levels in accordance with the Equal Employment Opportunity policy HR0220. (This policy is not intended to superse
Version: 2 // Effective: 08/12/2024
To recognize faculty and staff for their years of service with the university and state.
To compensate staff and student employees in non-exempt wage and hour categories who work in excess of 40 hours per week.
Eligible employees may use up to 8 paid work hours each calendar year to participate in volunteer activities.
Version: 2 // Effective: 08/12/2024
Version: 1 // Effective: 06/10/2014
To reward regular, staff non-exempt clerical secretarial or clerical management employees or any employees performing closely related administrative support duties who pass the Certified Administrative Professional Examination.
Version: 2 // Effective: 08/12/2024
To establish standards for work schedules which accommodate both the business needs of the university and, as feasible, employee requests.
Version: 3 // Effective: 05/09/2024
To establish attendance standards and to encourage staff and student employees to meet their work schedules.
To provide a fair, objective, and legally sufficient method of settling debts held by the university against its employees.
To set forth the University’s policy for disciplinary action, termination, and appeals. This policy applies to regular and temporary employees (i.e., not faculty or student employees) who have completed any required probationary period. All regular staff employees, including those hired pursuant to a Limited Duration Appointment, serve on an at will basis, meaning that either the University or the employee may end the employment relationship at any time, with or without cause, and with or without no
To provide a means of equitably handling garnishments against university employees.
This procedure makes clear that bullying is unacceptable on our campus. In instances where this behavior is happening, this procedure provides guidance on available resources.
This policy articulates the legal reporting obligations for members of the University community with respect to fraud, waste, and abuse; child abuse; and child sexual abuse.
Version: 2 // Effective: 08/13/2024
To provide for a direct channel of communications between regular staff employees and university officials for information and advisory purposes, and to provide university officials with an effective method of soliciting and disseminating information concerning plans
To provide a method for the resolution of problems which may arise between the university and regular, staff non-exempt employees.
To encourage and maintain a safe, healthful, and drug-free environment within the University of Tennessee.
Source: The University of Tennessee System Office's catalog, linked per course · table learning_unit · CourseShelf publish 59
