Equal Employment Opportunity/Unlawful Harassment
As set forth in the National Handbook, RVU is dedicated to the principles of equal employment opportunity. RVU prohibits unlawful discrimination against applicants or employees on the basis of age 40 and over, race (including traits historically associated with race, such as hair texture and length, protective hairstyles), sex, sexual orientation, gender identity, gender expression, color, religion, creed, national origin, ancestry, disability, military status, genetic information, marital status, or any other status protected by applicable federal, state or local law.
EEO Harassment
The University strives to maintain a work environment free of unlawful harassment. Unlawful harassment includes any unwelcome physical or verbal conduct or any written, pictorial, or visual communication directed at an individual (or group) because of that individual's (or group's) membership in, or perceived membership in, a protected class, that is subjectively offensive to the individual alleging harassment, and is objectively offensive to a reasonable individual who is a member of the same protected class. Harassment does not need to be in-person and can occur over electronic media such as Zoom or other electronic platforms. Prohibited behavior may include but is not limited to the following:
- Written form, such as cartoons, emails, posters, drawings, or photographs.
- Verbal conduct, such as epithets, derogatory comments, slurs, or jokes.
- Physical conduct such as assault or blocking an individual’s movements.
This policy applies to all employees, including managers, supervisors, coworkers, and non-employees, such as customers, clients, vendors, consultants, etc.
ADA and Religious Accommodation
The University will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship to the University or cause a direct threat to health or safety. The University will make reasonable accommodations for employees whose work requirements interfere with a religious belief unless doing so poses an undue hardship on the University.
Lactation Accommodation
The University will provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee's child. The University will provide this break time for up to two years following the birth of a child.
Nursing mothers can elect to take time to express breast milk during their regularly scheduled meal and rest breaks. If the break time cannot run concurrently with the meal and/or rest breaks already provided to the employee, additional break time will be unpaid for non-exempt employees. Where additional breaks are required, employees should work with their supervisor regarding scheduling.
The University will make reasonable efforts to provide employees with the use of a private location, other than a than a bathroom or toilet stall, in close proximity to the employee's work area for the employee to express milk.
Employees should provide reasonable notice to the University that they intend to take breaks for expressing breast milk upon returning to work. Employees should discuss with their supervisor, or a Human Resources representative the location to express their breast milk and for storage of expressed milk and to make any other arrangements under this policy.
The University reserves the right to not provide additional break time or a private location for expressing breast milk if doing so would substantially disrupt the University's operations.
The University will not demote, terminate, or otherwise take adverse action against an employee who requests or makes use of the accommodations and break time described in this policy.
Access to Personnel Files
The University keeps a personnel file as a record of employee's employment. It is important for this record to be up-to-date and complete. This enables RVU to reach employees in an emergency, forward mail, and properly maintain the employee’s insurance and other benefits. It also helps keep track of payroll deductions and many other things that concern employees.
Notify the Human Resources Department immediately with changes in any of the following areas: name, residence, telephone, marital status, insurance changes, tax exemptions, person to notify in case of an emergency, and other relevant information. Employees must update these changes in RVU’s payroll & timekeeping system (currently iSolved).
Additionally, employees notify the Human Resources Department if they complete educational or training courses. This information may be considered with other employment records as job opportunities arise in the University.
Employees who wish to look at their personnel file or discuss it with someone should contact the Human Resources Department. The review will take place in the presence of an HR representative at a time arranged between the employee and the University. Employees are permitted to obtain a copy of their personnel files but may be required to pay the reasonable cost of the duplication of the documents.