Below are links to some frequently referenced UF policies. For more complete information on UF regulations and policies, please see the UF General Counsel’s website. Employees may also wish to refer to the Employee Handbook.
Users of university IT resources must comply with federal and state laws, university rules, regulations and policies, and the terms of applicable contracts including software licenses while using university IT resources.
All University units are expected to fund required accommodation assistance for individuals who are registered with the University’s Americans with Disabilities Act Compliance Office.
As one of the leading universities in the country that promotes work/life balance for all its employees, UF supports and encourages breastfeeding upon return to work.
Although children are welcome at the university for special events, visits should be limited to exceptions or emergencies.
Including information on Wage & Hour Law; Pay for Promotion, Demotion or Reassignment; Perquisites; Visa Status; and more
This summary of policies on the use of alcohol and other drugs is provided in response to the Drug-Free Schools and Communities Act Amendments of 1989.
Includes the CMVO Drug & Alcohol Policy and the CMVO Safe Drive Policy
There may be times when the University closes due to an emergency and essential personnel are required to work. If non-exempt employees are required to work during an emergency closing, in addition to their normal pay, they will earn one hour of compensatory leave for each hour worked during the emergency closing.
Staff and academic personnel with a reasonable basis for believing fraudulent or wrongful acts have occurred have a responsibility to report such incidents to the Office of Internal Audit and should not confront the individuals who may be investigated.
The Health Insurance Portability and Accountability Act (HIPAA) is federal legislation designed to limit gaps in insurance coverage and to improve the privacy of personal health information.
UF assesses the needs of students or employees with HIV infection on a case-by-case basis.
The University of Florida prohibits trafficking in persons, procurements of a commercial sex act or the use of forced labor in the performance of a federal award. The consequence of policy violation is termination of employment and criminal prosecution.
While we hope your employment with the University of Florida is positive and lasting, should you plan to voluntarily resign from your position, university regulation requires exempt employees to provide their departments with one month’s notice. Non-exempt employees must provide at least two weeks’ notice.
Institutions like UF may not participate in any political campaign or provide anything of value to support or oppose a candidate for public office.
Includes information on hiring policies, notices of appointment, TEAMS employment, alternate work locations, outside employment, personnel files and more
UF is committed to maintaining a safe and comfortable workplace and academic environment.
Information on social media, acceptable use and employee responsibilities
Derived from U.S. copyright law, the Florida Computer Crimes Act, and legal agreements in the form of licenses and purchase agreements
All employees must wear seat belts while operating or riding in a state vehicle.
Smoking and tobacco use are prohibited in all facilities and areas of the University of Florida campus with no exception.
Attendance is typically counted as time worked; employees must get supervisory permission.
State law requires a state university administrator,upon receiving information from another institution employee, to report known or suspected child abuse, neglect or abandonment.
Violent acts, threats (direct or implied), unlawful harassment, verbal or physical abuse, stalking, intimidation, and other disruptive behavior will not be tolerated.