- Strategic Talent Group
- Current UF Employees
- Hiring Center
- New Hire and COVID-19 Screening
- Advertising the Job
- Managing Applications
- Selecting Candidates
- Preparing an Offer
- Pre-employment Screening Using First Advantage
- Background Screening Request
- Appointment Letter Library
- Requirements for an Appointment
- Conducting a Useful Reference Check
- What are FBI Livescan and 435 Livescan Background Checks?
- Creating a UF Appointment
- Onboarding Resources
- Current Employees Status Changes
- Equal Opportunity and Affirmative Action
- Immigration Compliance Services
- Frequently Asked Questions
- 2019-20 Salary Increase Plan: FAQ
- Salary Market Data Sources
- Staff Salary Structure Overview & Determining Individual Compensation
- Additional University Employment and Compensation
- Special Pay Increase (SPI)
- Fringe Benefits Pool
- Unemployment Compensation
- Wage and Hour Law
- Frequently Asked Questions
- Our Core Values
- UF Engaged
- Workers’ Compensation
- Employee Inquiry and Complaint Procedures
- Disciplinary Processes
- Union Contracts
- Employee Relations Leadership Team
- Contact Us
Employee Relations seeks to be a trusted resource to all University of Florida employees, as well as a strategic partner to supervisors, managers, and faculty leaders. We work to promote an environment where all employees can be productive and successful in achieving their professional and career goals, and are treated fairly and respectfully. To best assist the UF community, Employee Relations has representatives in several satellite locations, and collectively, we strive to ensure university policies and regulations are followed fairly and consistently.
Specifically, Employee Relations provides consultation, direction, and oversight in performance appraisals, disciplinary processes, employee complaints, workplace injuries and workers’ compensation, union contracts, and effective manager-employee relationships.
Employee Relations also oversees the investigative process of complaints alleging discrimination, harassment, and violations of UF regulations or policies, and serves as a consultant with hiring authorities on how to address the outcome of such investigations.
Our efforts are guided by our desire to exemplify our core values in all of the work that we do.
Historically, the employee evaluation period ran from March 1 through the last day of February of each year, and annual appraisals were to be signed and dated by both the supervisor and employee by March 31.
Employee Relations is currently reviewing and updating UF’s annual performance appraisal process and did not require appraisals be completed in March 2018, unless a change in an employee’s performance level had occurred. We are working on a new format that will modernize our practices and develop guidance that will best ensure employees are getting timely and insightful feedback from their managers and that managers are equipped to help their employees be successful in how they perform and conduct themselves on the job.
Information on workers’ compensation eligibility, rates, reporting, and much more.
Employees may have concerns about possible policy violations, unfair or inappropriate actions, or misconduct in their work areas that cannot be resolved through their supervisory channels. This page offers information about different ways in which employees can seek resolution to concerns in their work areas and how to file a complaint against another employee they believe may be engaged in a policy violation or misconduct.
We collaborate with leaders and human resource liaisons across the university to address a wide range of Employee Relations questions and concerns. UF leaders may seek input and guidance when they suspect there may be a potential Employee Relation concern in their area even in the absence of an informal or formal complaint. In these situations, an ER investigator may be tasked with conducting an inquiry that may involve interviews with individuals in the department in order to give department administration a clear picture of the issue in the workplace. Similarly, leaders and human resource liaisons may seek guidance regarding the interpretation or application of a UF policy or regulation, non-disciplinary coaching or counseling approaches, or best practices in documentation. Employee Relations also partners with leaders and human resource liaisons wanting to address more general concerns about the work environment, professionalism, or collegiality within their areas.
Although a majority of employees never engage in conduct warranting discipline, it is important for all employees and supervisors to understand the basic process and potential outcomes involving a disciplinary action. This page offers supervisors and employees basic information regarding the disciplinary processes for the various types of UF employees. The regulations affecting disciplinary processes include, but are not limited to:
- UF-1.006: Non-Discrimination/Harassment
- UF-1.007: Code of Penalties
- UF-1.0081: Prohibition of Hazing; Procedures and Penalties
- UF-3.046: Discipline, Suspension and Dismissal for Cause of Technical, Executive, Administrative, and Managerial Support (TEAMS) Staff
- UF-3.047: University Support Personnel System; Disciplinary Procedures
- UF-7.048: Suspension, Termination and Other Disciplinary Action for Faculty
All current Collective Bargaining Agreements (CBAs) and any supplements are posted on the Union Contracts page.
If you have questions or concerns about your work environment, please contact the main Employee Relations office or your Employee Relations Satellite Office. Our contact information is available on the Contact Us page.