Americans with Disabilities Act (ADA)
Signed into law in 1990, the Americans with Disabilities Act (ADA) is civil rights legislation that works to increase the inclusion of people with disabilities in all aspects of community life, including employment.
The ADA and the ADA Amendments Act of 2008 (ADAAA) give civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. The ADA and ADAAA also assure 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 firstname.lastname@example.org for assistance on initiating the ADA interactive process.
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. This is applicable to all phases of employment to include hiring, promotion, transfer, and treatment of UAMS employee.
This office is responsible for ensuring compliance with our Affirmative Action Plans. These plans guide our institutions commitment to diversity and fairness regardless of race, color, religion, sex, sexual orientation, disability, national origin or veteran status and prohibits discrimination in all employment transactions.
We must comply with Federal Regulations and the affirmative action plan offers our campus a management tool. The plans serve as a guide in monitoring progress and developing operational processes to enhance equal opportunity in all sectors of employment.
Employees can send questions to email@example.com.
UAMS is committed to providing a workplace environment that emphasizes the dignity and worth of every member of its community. The ability of UAMS to meet its mission will increasingly depend on, and be strengthened by, incorporating constructive diversity and inclusion in its employees and students. i-safe is an all-inclusive incident reporting system that provides a confidential, safe way to report incidents involving sexual harassment or gender discrimination, discrimination or discriminatory harassment, and professional misconduct. i-safe also provides information regarding the student complaint process, UAMS Police Department, and the Employee Assistance Program (EAP).
Conflict can be managed and resolved. Employee Relations or Organizational Development will provide assistance in mediating such conflicts for a quick resolution to promote an inclusive and respectful work environment.
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 disciplinary action. The team will provide consult 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:
Performance Improvement Plan (PIP) Please Contact Employee Relations for Guidance in Use of PIP
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 (1) pre-employment drug testing, (2) for-cause drug testing, and (3) random drug testing. Reference the Drug and Alcohol Testing Policy, Administrative Guide 3.1.14, for additional information.
Pre-employment and random drug tests will be 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.
The Employee Relations team provides oversight for managing the processes for the random and for-cause (reasonable suspicion) drug testing.
For-Cause Authorization Form (includes detailed steps for initiating for-cause drug testing)
Department managers, supervisors, or designees must complete the employee separation process in the payroll system in a timely manner. This is to ensure UAMS is complaint in accordance with Administrative Guide 4.5.16, Employee Separation Policy. This entails ensuring all UAMS property is returned (including id badges) relative to voluntary or involuntary employee terminations. Should the employee fail to return these items, deductions may be made from the employee’s final paycheck to cover the assessed value of equipment and other fees.
Supervisors and employees should try to resolve workplace problems or disputes initially by talking directly with the employee. However, there are some instances that cannot be resolved solely with the supervisor. Please refer to the below policy and send an email to firstname.lastname@example.org with questions regarding the grievance process, after your review of the policy.
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 link below to access required postings.
Sexual Harassment – Title IX and Title VII
All employees have a right to work in an environment free of discrimination, which includes freedom from 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.
The Employee Relations team conducts annual trainings to provide guidance on the compliance with Federal and State employment laws, the consistent application of University policies and procedures, the investigative process, and other management or employee related rights.
During the present COVID-19 pandemic, Employee Relations will be available to conduct virtual departmental training sessions (for 15 or more participants). To request a training for your department, please send an email request to EmployeeRelations@uams.edu.
Click on link below to access available Employee Relations trainings.
Unemployment Insurance Claims
You are covered under 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.
Workers’ compensation is a system that pays monetary benefits to workers who become injured or disabled in the course of their employment. Workers’ compensation is a type of insurance that offers employees compensation for injuries or disabilities sustained as a result of their employment.
The Employee Relations team works closely with UAMS’ Occupational Health and Safety organization, and UAMS’ third party vendor Public Employee Claims Division (PECD) in managing this process.
Click the links below to obtain information: