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Human Resources: Employee Relations

Employee Relations Information

Americans with Disabilities Act (ADA)

Signed into law in 1990, the Americans with Disabilities Act (ADA) is civil rights legislation that prohibits discrimination against people with disabilities. Title I of the law protects the rights of both the employee and job seekers.

The ADA and the ADA Amendments Act of 2008 (ADAAA) also assures equal opportunity for individuals with disabilities for access to businesses, employment, transportation, state and local government programs and services, and telecommunications.

Employees can send an email to employeerelations@uams.edu for assistance on initiating the ADA interactive process. 

FAQs – ADA Knowledge Article

Interactive Process – Initiating the ADA Interactive Meeting Process

Policy – Compliance with the Americans with Disabilities Act (ADA) Policy

Service Animals – ADA Q&A on Service Animals

Conflict Resolution/Mediation

Mediation can be used to address workplace conflict or concerns, including communication problems, working relationship difficulties, among others. The goal of mediation is to identify and correct the underlying cause(s) of disagreement. Mediation may focus on specific instances or general issues within a department. The goal of OHR is to promote a respectful work environment that aligns with our core values. Leaders should send an email to EmployeeRelations@uams.edu to inquire about conflict resolution mediation services. Organizational Development can provide resources for leaders on conflict mitigation and effective communication between employees. 

Corrective Actions

The Employee Discipline Policy, Administrative Guide 4.4.02, provides appropriate steps to take when an employee demonstrates substandard performance, misconduct, or other offenses that violate UAMS rules, regulations, or policies.

The Employee Relations team is a resource for supervisors and/or employees who may face a situation involving corrective action up to and including termination. The team will provide consultation and guidance during the review process. We will review guidelines established for fair and just analysis and management of errors or unsafe acts that may occur in the workplace.

The following tools will assist you in documenting and executing various corrective actions:

Handouts:

Managers Use Only:

Resignation:

Suspension/Admin Leave:

Templates:

Workday Tip Sheets:

Displaced Employees – Loss of Grant Funding

UAMS is committed to ensuring its employees have available resources when their employment involuntarily ends due to the loss of grant funding. The following handout is a quick reference resource for employees to utilize when the situation occurs.

Handout: Important Information – Displaced Employees – Updated August 2025

Drug Testing

The University of Arkansas for Medical Science supports the concept of a drug-free workplace, as enacted by the federal Drug-Free Workplace Act of 1988 and by the State of Arkansas Executive Order OE-89-2, issued March 30, 1989. The University will also comply with applicable state laws and regulations. As part of our commitment to providing a drug-free workplace, UAMS has established a drug testing program that consists of pre-employment drug testing and for-cause drug testing. Reference the Drug and Alcohol Testing Policy, Administrative Guide 3.1.14, for additional information.

Pre-employment is performed on individuals who are considered for employment and employed in positions that have been designated as safety-sensitive positions.

For-cause drug tests will be performed on any employee who is suspected of being in an impaired state while on duty.

Inquiries related to pre-employment should be directed to Talent Acquisition.

Inquiries related to for-cause drug testing, due to reasonable suspicion, should contact the designated employee relations partner directly or send an email to employeerelations@uams.edu for guidance.

Drug and Alcohol Testing Policy – Administrative Guide 3.1.14

Drug Free Schools and Communities

For-Cause Authorization Form (includes detailed steps for initiating for-cause drug testing)

For-Cause Observation Form – Regional Programs/Kids First ONLY

Impaired Employee EAP Referral Process – Updated August 2025

Testable Positions

EEO Compliance

It is the policy of UAMS to provide equal opportunity to all applicants and employees consistent with all legal protections offered by state and federal laws. The ability of UAMS to meet its mission will increasingly depend on and be strengthened by ensuring nondiscrimination on any basis. UAMS will comply with and enforce Title VII of the Civil Rights Act of 1964 (as amended). This is applicable to all phases of employment to include hiring, promotion, transfer, and treatment of UAMS employees. 

Employees can send inquiries to employeerelations@uams.edu. 

Posting Requirements: Equal Employment Opportunity Required Postings

Employee Separation (Offboarding)

Department managers, supervisors, or designees are expected to ensure completion of the employee separation process, for both voluntary and involuntary terminations, in a timely manner. Completion of the separation process ensures compliance with Administrative Guide Policy 4.5.16, Employee Separation.

This two-step process consists of:

  • Completion of the Terminate Employee Action in Workday within 5 business days following the date of termination.
  • Completion of the Separation Clearance Form in the Employee Separation System within 30 calendar days following the date of termination.

Should the employee fail to return UAMS property, deductions may be made from the employee’s final paycheck to cover the assessed value of equipment and other fees.

Checklist: Offboarding Checklist for Managers Updated May 2023

Employee Personal Property:

Knowledge Article: Offboarding Expectations for Supervisors Updated August 2025

Policies:

Unreturned items:

Frequently Asked Questions (FAQs)

Questions and answers related to Employee Relations programs, processes, and procedures.

Grievances

Supervisors and employees should try to resolve workplace problems or disputes initially by talking directly with the employee. However, some instances cannot be resolved solely with the supervisor. Please refer to the policy below and send an email to employeerelations@uams.edu with questions regarding the grievance process after your review of the policy. 

Policies:

Rehire Appeal:

Incident Reporting

UAMS is committed to providing a workplace environment that emphasizes the dignity and worth of every member of its community. i-safe is an all-inclusive incident reporting system that provides a safe way to report incidents that may not align with UAMS’ core values, violate policy, or the law. Employees are encouraged to attempt resolution within their chain of command, prior to filing an i-safe incident report.

i-safe also provides information regarding the student complaint process, the UAMS Police Department, and the Employee Assistance Program (EAP).

Launch the i-safe reporting system

Posting Requirements

The U.S. Department of Labor (DOL) requires UAMS to have updated federal and state posters/notices posted in all buildings where UAMS employees work. This includes buildings on and off campus, including Regional Programs sites and all buildings owned by UAMS and/or in which space is used by UAMS. These posters should be placed conspicuously in areas where employees and applicants may readily observe them, such as a hallway or a break room. 

Click on the link below to access the required postings. 

Posting Requirements: Equal Employment Opportunity Required Postings

Pregnant Workers Fairness Act (PWFA)

This Act was signed into law in 2023, with the final regulations going into effect, June 18, 2024. 

The Pregnant Workers Fairness Act (PWFA) requires a covered employer to provide a reasonable accommodation to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship. 

Employees/managers may initiate a PWFA reasonable accommodation request through the Employee Self Service (ESS) portal in Service Now:  PWFA Accommodation Support. The process is simple. There are four preliminary questions to be answered so that the Employee Relations Partner can provide better assistance in meeting the needs of the employee, upon case assignment. 

Designated Spaces: Breastfeeding Initiatives at UAMS

Fact Sheet: Initiating the PWFA Accommodation Request Fact Sheet

FAQs: PWFA Frequently Asked Questions

Policy: Compliance with the Americans with Disabilities Act (ADA) Policy

Tip of the Month: Pregnant Workers Fairness Act (PWFA)

Remote Work

Members of the UAMS Workforce may work remotely in certain circumstances using a Hybrid WFH Model. Working remotely is a work alternative for employees whose job responsibilities are suited to such an arrangement, and who must be approved by the employee’s department head. The nature of an employee’s job duties and the business needs shall determine which Hybrid WFH Model to select (subject to change at the sole discretion of the department head). All remote work duties must be measurable and quantifiable to ensure job duties are performed. The department head will monitor and review the remote work arrangement on an ongoing basis to assess its effectiveness. UAMS, the department head, and/or the immediate supervisor may alter the schedule or terminate the agreement at any time at their sole discretion.

An employee’s duties, obligations, responsibilities, and conditions of employment with UAMS must be unaffected by working remotely. Employees who work remotely in a Hybrid WFH Model must sign a remote work agreement.

Remote Work Agreement Updated July 2022

Remote Work Policy

Sexual Harassment – Title IX and Title VII

All employees have a right to work in an environment free of hostility and harassment. UAMS takes the safety and security of our students, faculty, staff, non-employees, guests, and visitors seriously. Title IX and Title VII compliance is essential to ensuring and promoting a safe and secure environment, optimum for learning, research, and creative work. Reporting sexual misconduct is critical to UAMS’ timely response to eliminate harassment, prevent recurrences, and address its effects. 

Policies: 

Launch the i-safe reporting system

Learn more about Title IX here.

Training

The Employee Relations team has training that will assist leaders with understanding the expectations regarding compliance with Federal and State employment laws, UAMS policies, and related U of A System policies. It is imperative that a consistent application is present in the investigation process to include an understanding of management needs and employee rights.

Those individuals in supervisory roles are encouraged to work proactively by taking available training in advance of employee behavior-related incidents to ensure understanding of clear expectations. 

Employee Relations has developed four new “Just In Time” (JIT) 20-minute trainings for leaders. These trainings entail what every supervisor needs to know.  Completion of these trainings will equip leaders with knowledge and understanding of how to be more proactive, in advance of an employee-related incident. The trainings guide supervisors, step-by-step, on how to understand and address those challenging Employee Relations matters. 

Please click here for more information on the available trainings offered by Employee Relations.

Unemployment Insurance Claims

You are covered under the Arkansas employment security law for unemployment benefits. You may be eligible to receive benefits due to the loss of your job or changes in your normal work hours. The Arkansas Department of Workforce Services (ADWS) administers this program and facilitates employer compliance with the Arkansas Employment Security Law.

Click on the link below to obtain information regarding filing an unemployment claim.

Filing an Unemployment Insurance Claim

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