It is the policy of the University of Colorado Colorado Springs to comply with the University of Colorado system policy for background checks for security-sensitive positions and officers. Pages 7 & 8 of the Policy outline the positions that are subject to Background Checks.
The University of Colorado Colorado Springs reaffirms its commitment to create and maintain a work and study environment for faculty, staff and students that does not discriminate on the basis of race, color, religion, sex, age, political affiliation, national origin, individual handicap or veteran status.
The position of Endowed Chair/Distinguished Professor will be reviewed at least every five years. The following procedure shall be followed to conduct the review. In addition, further requirements are necessary for the evaluation of El Pomar Chairs.
Regent Law 9.B.2: "Any faculty member may be allowed, upon retirement and in accordance with the campus-defined process and approval by the chancellor, to retain his or her title with the description "emeritus/emerita."
Family Medical Leave is a form of job protection that runs concurrently with all applicable forms of paid and unpaid leave. Family Medical Leave may be taken by eligible employees for the following medical reasons:
The addition of a child through birth, adoption, or foster care.
The serious health condition of the employee or an immediate family member.
To care for a servicemember (Current member of the Armed Forces, including Regular Armed Forces, National Guard, and Reserves) who becomes seriously injured or ill during active duty.
When a qualifying exigency arises out of the fact that the spouse, child or parent of the eligible employee is on active duty (or has been notified of an impending call or order to active duty) in the Reserves or National Guard in support of a contingency operation.
The University of Colorado Colorado Springs encourages employees to act to resolve disagreements or misunderstandings that may arise in the course of employment. If it is not possible to resolve concerns through informal discussion among the individuals involved, the employee may pursue resolution through the appropriate process.
This policy is applicable to all employees of the University of Colorado Colorado Springs. The University of Colorado Colorado Springs will comply with the Immigration Reform and Control Act of 1986 which provides that it is illegal for employers to hire persons who are not authorized to work in the United States. Employers are required to verify the identity and eligibility for employment of all persons hired and to maintain documentation of employment verification. Please see the Employment Eligibility Procedures for UCCS.
This policy establishes a means for the transfer of annual leave to a qualifying employee experiencing a catastrophic medical hardship, either personally or by an immediate family member, in order to provide some income protection when the employee would be absent from work for a prolonged period of time and has exhausted all annual and sick leave. This transfer of annual leave may come from one of two sources: direct transfer from one employee or another, or withdrawal from a campus-wide leave bank. Also see the UCCS Leave Sharing Procedure.
The University of Colorado Colorado Springs reaffirms its commitment to create and maintain a work and study environment for faculty, staff and students that does not discriminate on the basis of race, color, religion, sex, age, political affiliation, national origin, sexual orientation, disability, or veteran status. In addition, all employees, faculty and students must be allowed to work, study and teach in an environment that is free of unwanted sexual overtures which undermine the integrity of employment, teaching, and faculty-student relationships. Also see the Discrimination Complaint Procedures.
The purpose of the Opportunity Hire Program is to increase the number of underrepresented faculty at UCCS. Engaging in ongoing recruitment activities and conducting searches that increase the number of faculty members from underrepresented groups is the responsibility of all Deans, Department Chairs, and Search Committees. This policy assists those efforts by providing temporary financial support that facilitates the employment of individuals who contribute to the diversity profile of UCCS faculty.
Direct-deposit of net wages is mandatory for all University employees. (There are exemption provisions in the policy statement for employees who are unable to have a bank account.) Funds are deposited and available in employee bank accounts on payday(s).
This policy statement is intended to provide additional procedural guidance, consistent with the Regent Laws and CU policies, for the review process at the University of Colorado Colorado Springs. This policy specifies the procedures for reviewing and recommending applicants at the primary unit level, the first level review, and second level review. Also see the Faculty Handbook.
A Search Waiver is a request to -waive- the search process and to appoint an individual into an open position. Search waivers should be the exception and may be requested in those unique situations where a person has unique education/experience and there is there are extenuating circumstances that require the position to be filled immediately.
EMAIL REQUEST TO FILL A FACULTY, PROFESSIONAL/EXEMPT This email must be sent to the following individuals/departments in this order: Dean/Director, Provost/Associate Vice Chancellor or Vice Chancellor (as appropriate), Sponsored Programs (if appropriate), Human Resources (email@example.com).
UCCS prohibits the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance, or of illicit drugs and alcohol, on university property or as part of any university activity, in compliance with the Drug Free Schools and Communities Act and the Drug-Free Workplace Act. This prohibition applies to all students and to all employees. Also see the Substance Abuse Policy for Colorado State Employees.
It is standard practice for new tenure-track faculty to be hired on a three-year initial contract. Procedures require a comprehensive pre-tenure review. The following schedules will apply depending upon the years of credit granted. Note: it is important to do a careful analysis of a candidate's potential for success in an early review and to discuss alternatives with the candidate before proceeding.
Tuition can be waived for up to six undergraduate credit hours per academic year for permanent employees and up to three credits for those employed between 50% to 99% of a full appointment. The academic year begins with the summer term. Please see HR for the original form. Please contact Joanne Mosier in Admissions and Records with any questions.