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Employee Relations

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  • Overview

    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.

    Performance Appraisals

    UFHR introduced “UF Engaged” in the fall of 2019 as a new approach to staff appraisals designed to encourage regular feedback, rather than a once-a-year evaluation. UF Engaged provides an organized framework to have clear, timely and meaningful conversations between employees and their leaders.

    UF Engaged guides leaders and employees to discuss three core objectives:

    1. Document progress strengths events and accomplishments
    2. Indicate areas where good performance can be elevated or where improvement is needed
    3. Identify goals needed career skill development and growth opportunities.

    UF Engaged’s framework consists of structured Quarterly Check-ins throughout the year on the anniversary of the employee’s position entry date. This structure distributes a leader’s workload throughout the year and avoids a single “due date” for Check-ins while encouraging continuous engagement rather than an annual event.

    The goal of UF Engaged is to strengthen the relationship between the employee and the leader, to  recognize excellence and to redirect employee efforts when necessary. It also encourages leaders to be more intentional and deliberate about the kind of feedback they are giving.  UF Engaged is an abbreviated, agile process that enables more frequent conversations in a less concentrated amount of time about relevant and timely topics.

    Furloughs

    A furlough is a temporary unpaid partial or full leave of absence in the form of voluntary or mandated time away from work. A full furlough is an extended leave of absence without pay lasting one or more pay periods. A partial furlough is leave without pay assigned in hours or days and is not a complete loss of pay during a pay period. Learn more about furloughs.

    Workers’ Compensation

    Information on workers’ compensation eligibility, rates, reporting, and much more.

    Employee Inquiry and Complaints Procedures

    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.

    Management-Directed Inquiries

    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.

    Disciplinary Processes

    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:

    Union Contracts

    All current Collective Bargaining Agreements (CBAs) and any supplements are posted on the Union Contracts page.

    Contact Us

    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.