Office of Human Resources
Required Employee Notices & Important Reminders
Required Employee Notices
Employees need to be aware of federal and state laws, the University of Texas System rules, and the University of Texas at Tyler policies that affect them in the workplace. The Office of Human Resources has complied summaries and links to information that requires annual posting and provided it below for employees to review. If you have any questions about the information listed here, you may discuss with HR, your supervisor, or the indicated responsible office or agency.
Handbook of Operating Procedures
UT Tyler's Handbook of Operating Procedures is a vital source of reference of the University's policies.
NEW - Families First Coronavirus Response Act Notice
Federal regulations require that employees are notified of their rights under the Families First Coronavirus Tyler's Handbook of Operating Procedures is a vital source of reference of the University's policies.
- FFCRA notices (English) (Spanish)
- Also refer to the Department of Labor’s Families First Coronavirus Response Act (FFCRA) page for additional info or contact the Office of Human Resources.
Equal Employment Opportunity
Federal regulations require that contractors and subcontractors may notify employees and applicants of their EEO rights electronically and must provide employees with knowledge that the electronically posted notice is otherwise accessible. Equal Employment Opportunity notices are available her (English) (Spanish). Physical copies of these notices are also available in the HR Office located in STE 108.
- EEO is the Law Poster Supplement (English) (Spanish).
- Also refer to the University of Texas at Tyler’s equal employment opportunity page.
Standards of Conduct Notice
UT Tyler’s Standards of Conduct Guide may be found under the Office of Compliance page.
Some information merits a reminder on a regular basis even though not required by laws, regulations or rules to be disseminated annually to all employees. If you have questions about the information listed here, you may discuss with HR, your supervisor or the indicated responsible office or agency.
Reporting Criminal Information, Arrests, Charges or Convictions
Per UT Tyler’s HOP 4.15.2, Criminal Background Check, university employees are required to inform their supervisor in writing, within five business days, any criminal complaint, information, indictment, no contest plea, guilty plea, deferred adjudication, or criminal conviction, excluding misdemeanor offenses punishable only by fine. Employees should refer to the HOP to determine the appropriate university office to notify.
Personal & Employment Information
Employees at the University of Texas at Tyler should annually review and update their personal and employment information via PeopleSoft’s Employee Self Service. You may find instructions to update your information here.
Self-Identification of Disability
As a federal government contractor, UT Tyler is subject to Section 503 of the Rehabilitation Act of 1973, as amended, which requires that we reach out to, hire, and provide equal opportunity to qualified individuals with disabilities. Employees may self- identify if they have a disability or have ever had a disability. Self-identification is voluntary and will be kept confidential. Employees are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if they have a history or record of such an impairment or medical condition. To self-identify, employees may do so via PeopleSoft’s Employee Self Service, Personal Details tab, Disability menu option. You may find instructions to update your information here.
Self-Identification of Protected Veterans
As a federal government contractor, UT Tyler is subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), which requires that we take affirmative action to employ and advance in employment the following “protected veterans”: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. Employees may self-identify if they belong to any of the “protected veterans” categories. Self-identification is voluntary and will be kept confidential. Employees may self-identify via PeopleSoft’s Employee Self Service, Talent Profile, Veteran Identification menu option. You may find instructions to update your information here.