• TABLE OF CONTENTS
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 Front Cover
 Preface
 Table of Contents
 Human Resource Services
 General information for TEAMS and...
 About your employment
 Conditions of employment
 Job classification and reclass...
 About your pay
 Job progress
 Career movement
 Leave policies
 University benefits
 University retirement
 Employee relations
 Training and organizational...
 Safety at work
 Policies to know
 Back Cover






Group Title: University of Florida TEAMS and USPS employee handbook
Title: University of Florida TEAMS and USPS employee handbook. 2008.
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Permanent Link: http://ufdc.ufl.edu/UF00076109/00002
 Material Information
Title: University of Florida TEAMS and USPS employee handbook. 2008.
Series Title: University of Florida TEAMS and USPS employee handbook
Physical Description: Serial
Creator: Division of Human Resources, University of Florida
Publisher: Division of Human Resources, University of Florida
Place of Publication: Gainesville, Fla.
Publication Date: 2008
 Record Information
Bibliographic ID: UF00076109
Volume ID: VID00002
Source Institution: University of Florida
Rights Management: All rights reserved by the source institution and holding location.

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Table of Contents
    Front Cover
        Front Cover
    Preface
        Page 1
    Table of Contents
        Page 2
        Page 3
        Page 4
    Human Resource Services
        Page 5
        Page 6
        Page 7
    General information for TEAMS and USPS employees
        Page 8
        Page 9
        Page 10
        Page 11
    About your employment
        Page 12
        Page 13
        Page 14
    Conditions of employment
        Page 15
        Page 16
        Page 17
        Page 18
    Job classification and reclassification
        Page 19
    About your pay
        Page 20
    Job progress
        Page 21
    Career movement
        Page 22
        Page 23
    Leave policies
        Page 24
        Page 25
        Page 26
        Page 27
        Page 28
        Page 29
        Page 30
        Page 31
        Page 32
        Page 33
        Page 34
        Page 35
        Page 36
        Page 37
    University benefits
        Page 38
        Page 39
        Page 40
        Page 41
        Page 42
        Page 43
        Page 44
    University retirement
        Page 45
        Page 46
        Page 47
    Employee relations
        Page 48
        Page 49
        Page 50
        Page 51
    Training and organizational development
        Page 52
        Page 53
        Page 54
    Safety at work
        Page 55
        Page 56
        Page 57
        Page 58
        Page 59
        Page 60
    Policies to know
        Page 61
        Page 62
        Page 63
        Page 64
        Page 65
    Back Cover
        Page 66
Full Text






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TEAMS and USPS Employee Handbook

The policies and procedures in this handbook were updated on May 5, 2008.



We are pleased to provide this TEAMS and USPS Employee Handbook. As changes
occur, we will promptly incorporate them into our online version, found at
http://www.hr.ufl.edu/policies/handbook.pdf, as well as this PDF version.

Academic Personnel will want to refer to the Faculty Handbook online at
www.aa.ufl.edu/Handbook.

Additional information about many sections of this handbook is provided in the
appropriate areas of Human Resource Services' web site. For example, the Benefits
Summary section of our site lists current insurance premiums and gives more in-
depth information.

While this handbook is designed to provide helpful information to employees, it is not
to be construed as an employment contract of any kind. The statements contained in
this handbook are intended to offer guidance but do not modify the terms of
employment.

The university, at its discretion, may change, delete, suspend, or discontinue any or
all parts of the policies in this handbook without prior notice. This handbook does not
modify state or federal laws nor does it serve as legal advice.

Other helpful resources for resolving questions regarding your employment status
include your supervisor and Human Resource Services.










Table of Contents

Human Resource Services ............................................. ...............5
Senior Vice President's Message
Keeping You Informed
Web Site
Your Feedback Is Important
Directory

General Information for TEAMS and USPS Employees .......................8
Pay Plans
Pay
Paydays and Paychecks
Direct-Deposit Requirement
Gatorl ID Cards
UFID Number
Parking Decals
Benefits Enrollment
Continuous University Service
Dual Careers
Dress Code
UF Campus Directory

About Your Employment.......................................... ...................12
Attendance
Lunch
Rest Periods
Working Hours
Outside Employment and Conflict of Interest
TEAMS Notice of Non-Reappointment
Notice of Voluntary Resignation

Conditions of Em ploym ent............................................................... 15
Non-Exempt and Exempt Status
Probationary Period and Status
Time Worked
Overtime Compensation
Regular Compensatory Leave
Special Compensatory Leave
Official University Travel

Job Classification and Reclassification ..................................... ..19
Classification
Reclassification

About Your Pay ...................................................... ....................20
Salary Increases
Special Pay Increases

Job Progress ........................................................ ...................... 21
Performance Appraisals










Career M ovem ent ..............................................................................22
Job Titles and Qualifications
Changing Positions
Career Counseling Sessions
A Word About Reassignments and Demotions

Leave Policies............................... ............... ............................... 24
Vacation Leave
TEAMS Employees' December Benefits, Including Personal Leave Days and December
Cashout
Holidays
Personal Holiday: USPS
Sick Leave
Sick Leave Pool
Domestic Violence Leave
Extended Leaves of Absence/Family and Medical Leave Act
Family and Medical Leave Act (FMLA)
Permanent USPS Employees and TEAMS Employees
Probationary USPS and TEAMS Employees and TEAMS Exempt Employees on
Initial Appointment
Serious Health Condition
Administrative Leave
Civil Disorder or Disaster
Court, Jury Duty or Witness
Death in Immediate Family
Disaster Volunteer
Florida National Guard
Meetings and Conferences
Natural Disasters
Presidential Leave
Short-Term Military Training
Voting
Compulsory Leave
Military Leave

University Benefits.................................................... ..................... 38
Health Coverage
Spouse Program
GatorGradCare
Life Insurance
Supplemental Insurance Coverage
Florida Flexible Benefits Plan
Other Insurances
Qualifying Status Change Events
Other Benefits

University Retirem ent ..................................................... ...............45
Florida Retirement System
Deferred Retirement Option Program (DROP)
Optional Retirement Program (ORP)
Florida Retirement System Investment Plan
Tax-Deferred Annuities
LifePlans Series










Em ployee Relations.................................................... .................... 48
Human Resource Services Satellite Offices
Employee Assistance Program
Standards for Performance and Conduct: USPS
Standards for Performance and Conduct: TEAMS
Right of Appeal
Grievance Procedures
Layoff: USPS
Layoff: TEAMS
Your Personnel File
Visa Status

Training and Organizational Development .....................................52
The Supervisory Challenge
PRO3 Series
Computer Challenge Workshops
Online Computer Courses
General Training Programs
myUFL Systems Courses
Organizational Development Services
Employee Education Program
Higher Education Opportunity for Children of Full-Time TEAMS Employees

Safety at W ork ...................................................... .....................55
Workers' Compensation
What to Do If You Are Injured While Performing Your Job
Modified Duty Program
Equal Opportunity Employment-Access, Equality, Mobility: It Works for You
Reasonable Accommodation
Identification of Special Needs
Medical and Disabled Parking Information
Gator Lift
Florida Relay Service
Disability-Related Assistance

Policies to Know .................................................... ......................... 61
Acceptable Use of Computing Resources Policy
HIV/AIDS Policy
Drug-Free Workplace Policy
Fraudulent or Other Wrongful Acts Policy
Sexual Harassment Policy
Software Copyright Policy
Workplace Violence Policy
Health Insurance Portability and Accountability Act










Office of Human
Resource Services
UNIVERSITY of FLOOR I DA

Senior Vice President's Message

Greetings! Welcome to employment with the University of Florida and the Gator
Nation. You have joined one of the top universities in the nation, and we are thrilled
with your decision. While we are highly regarded for our education, research, and
service mission, our reputation as an employer is also outstanding.

Your employment with the university is a significant factor in our overall success, and
we hope you will find your experience challenging and rewarding.

This handbook provides an overview and introduction to the University policies and
programs that will shape your employment at UF. Please take some time to
familiarize yourself with the resources that will position you for success.

Should you need more detailed information about any of the issues outlined in this
handbook, I encourage you to explore our web site http://www.hr.ufl.edu or contact
any of our offices for assistance.

Again, welcome to the University of Florida.







Kyle Cavanaugh
Senior Vice President for Administration










Keeping You Informed
In order to ensure that you have the information you need to do your job well and to
take advantage of the many benefits available to you as a University of Florida
employee, we are committed to communicating with you openly and regularly. As
such, we send information of immediate concern directly to you via mail or e-mail;
design notices and policy statements for posting on bulletin boards; and provide
memoranda that call attention to new or revised policies, practices, or procedures.

Human Resource Services also produces the InfoGator, a monthly online newsletter
designed to provide information about the university's Human Resource Services
program; training catalogs that provide information about available programs; and
other publications designed with you in mind.

Web Site
The address for our web site is http://www.hr.ufl.edu. This site contains up-to-date
Human Resource Services information and news, downloadable forms, links to job
vacancy listings, Training and Organizational Development program descriptions and
registration, holiday information, links to insurance and other benefits providers, and
much more!

Your Feedback Is Important
We continually strive to improve the service we provide to the university community
and encourage you to call or e-mail us with questions, suggestions, or concerns. We
regularly send out surveys to determine the areas where we are doing well and,
more importantly, where and how we may improve.

Directory
For a complete directory of Human Resource Services staff members, please visit our
web site at http://www.hr.ufl.edu/contact/staff.asp.

The TDD (Telecommunications Device for the Deaf) number for all areas of Human
Resource Services is 1-800-955-8771.

Senior Vice President's Office
P.O. Box 115000 human-resources@ufl.edu
903 West University Avenue
Phone: 392-1075 Fax: 392-5495

Equal Employment Opportunity
P.O. Box 115010 eeo@ufl.edu
903 West University Avenue
Phone: 392-1075 Fax: 392-5495

Recruitment and Staffing
P.O. Box 115002 emplovment@ufl.edu
903 West University Avenue
Phone: 392-2HRS Fax: 846-0668









Classification and Compensation
P.O. Box 115009 compensation@ufl.edu
903 West University Avenue
Phone: 392-2HRS Fax: 846-0668

Employee Relations
P.O. Box 115003 emprel@ufl.edu
903 West University Avenue
Phone: 392-1072 Fax: 392-7991

Employee Relations Satellite offices
Health Science IFAS Office Physical Plant
Center Office P.O. Box 110281 Satellite Office
P.O. Box 100346 2038 McCarty P.O. Box 117700
Room H-8 Phone: 392-4777 Rm. 106, Bldg 702
Phone: 392-3786 Fax: 392-3226 Phone: 392-2333
Fax: 392-3798 Fax: 846-2043

Workers'/Unemployment Compensation/ Drug and Alcohol Testing
P.O. Box 115008 workcomp@ufl.edu
903 West University Avenue
Phone: 392-4940 Fax: 392-8329


Training and Organizational Development
P.O. Box 115006 traininq@ufl.edu
903 West University Avenue
Phone: 392-4626 Fax: 392-1055


Leave Administration
P.O. Box 115001
903 West University Avenue
Phone: 392-5732


central-leave@ufl.edu

Fax: 846-3058


University Benefits and Retirement
P.O. Box 115007 benefits@ufl.edu
903 West University Avenue
Phone: 392-2HRS Fax: 392-5166


retirement@ufl.edu











General Information for TEAMS and USPS Employees

Pay Plans
The University of Florida assigns line positions to three pay plans--Academic
Personnel; Technical, Executive, Administrative, and Managerial Support (TEAMS);
and University Support Personnel System (USPS). USPS employees include only
those hired prior to January 7, 2003, who have not elected to move to TEAMS
employment.

University of Florida appointments like yours are defined in a variety of ways. One
common term known as full-time equivalency, or FTE, is used to define the effort
required to fulfill your employment appointment. If you are hired to work 100
percent of the normal or standard workweek (a full-time position), you will have an
appointment of 1.0 FTE. Appointments of less than 100 percent of a standard
workweek will be assigned a figure of less than 1.0 FTE. For example, if you are
employed by our university to work 20 hours each workweek, you will have a
halftime appointment, or be employed at .50 FTE.

Throughout this handbook, you will see references to FTE with respect to certain
benefits. Please see your supervisor if you have questions about this aspect of your
employment at the University of Florida.

Pay
Your pay is determined primarily by the class title assigned to your position as well
as your overall and specific job performance as assessed by the university. If you
meet all of the minimum training, work experience, and education requirements of
the position at the time you are hired, you are eligible to receive at least the
minimum of the salary range for that position.

If you have training and experience that exceed the minimum requirements and the
hiring department has the available budget, you may receive a starting salary above
the minimum of the pay grade.

Paydays and Paychecks
All university employees are paid on a biweekly basis. Provided you complete payroll
sign-up prior to the payroll closing deadline, you should receive your first paycheck
on the second payday following your initial date of employment and every other
Friday thereafter.

Your supervisor will inform you where to pick up your initial pay check or whether it
will be brought to you. Subsequently, your check will be directly deposited into your
account provided that your direct deposit has been established. Thus, you would
print out a copy of your earning statement from the myUFL systems
http://my.ufl.edu/ under My Self Service. If you do not have access to the myUFL
systems, your supervisor will inform you where a copy of your earning statement
may be obtained.

All TEAMS and USPS employees have federal income tax and social security tax
deducted each pay period. Other deductions may be made at your request for items









such as various insurance plans, tax-sheltered annuities, and contributions to the
community fund-raising campaign.

Non-exempt TEAMS employees are paid an hourly rate, and exempt TEAMS
employees are paid an annual rate (exempt) of pay. Biweekly rates for annual
salaried employees are calculated by dividing their annual rate by 26.1 (the
number of paydays in a calendar year).
Your biweekly take-home pay can sometimes vary because of various types of
deductions and reductions required or authorized. For example, your health
insurance deduction is taken only 24 times a year, but you are paid 26 times
a year. Therefore, at least two of your paychecks will be larger because of the
absence of that deduction.

Direct Deposit Requirement
All TEAMS and USPS employees are required by Florida Statutes to participate in the
Direct Deposit Program as a condition of employment. To comply, you have 30 days
from your date of hire to submit a Direct Deposit Authorization form to UF's Payroll
Services. While Direct Deposit Authorization forms are distributed in new employee
orientation, you also may obtain one online at http://fa.ufl.edu/forms/pdf/fa-ps-
dda.pdf.

Individuals who are employed by UF after having worked at another state agency or
UF department, who change from one pay plan to another, or are a re-employed
retiree do not need to complete this form if they currently participate in the Direct
Deposit Program.

Gator 1 ID Cards
The Gator 1 is the official picture ID card of the University of Florida and is required
for all students, academic personnel, and staff. Generally, an employee's department
will pay for the first card. If you lose your Gator 1 card, call ID Card Services at 392-
UFID to have it deactivated.

To receive your Gator 1 card, please bring photo identification and a completed
photo authorization form found at www.bsd.ufl.edu/IdCard/staffAuthForms.asp to ID
Card Services, located in the UF Bookstore and Welcome Center, Room G071.
Regular operating hours are 8 a.m. to 4:30 p.m., Monday through Friday. For more
information, please contact ID Card Services at 392-UFID or visit its web site at
http://www.bsd.ufl.edu/idcard.

Employees located in the Health Science Center may obtain ID cards and badges
from Biomedical Media Services (BMS), located in Room C3-03. HSC employees will
need to complete a BMS Gator-1 and UF Badge Authorization form found at
http://www.bms.ufl.edu/Pages/bms_gator_l.html and fax it to 392-4156, mail it to
P.O. Box 100016, or deliver it to BMS' office. BMS will contact you to arrange an
appointment. Please be sure to bring a photo ID to your appointment. For more
information, contact BMS at 273-5044 or visit its web site at
htto://www.bms.ufl.edu/Paaes/bms aator 1.html.










UFID Number
Along with the UFID Card, you also will be issued an eight-digit UFID number. This
UFID is used as the primary way to identify you in virtually all university records and
transactions. Like a social security number, the UFID number is unique to each
person, and each person has only one number. Once it is assigned to you, please
memorize or keep the number handy. To learn more about the UFID number, visit
http://www.ufid.ufl.edu/.

Parking Decals
Transportation and Parking Services is responsible for the regulation of vehicles for
academic personnel, staff, students, and commercial organizations. It issues parking
decals, processes parking fines and appeals, manages the Health Science Center
visitor parking facility, and maintains parking lots and signs.

Decals or permits are required for all vehicles, including mopeds and motorcycles, in
order to park on campus between 7:30 a.m. and 4:30 p.m., Monday through Friday.
Decals may be purchased at the Decal Office located at the corner of Gale Lemerand
Drive and Mowry Road. Office hours are 8:00 a.m. to 4:30 p.m., Monday through
Friday. Academic personnel and staff may have the cost of their decal payroll
deducted from each paycheck. For a list of decal options and prices as well as
information about the university's car pool program and bus service, visit
Transportation and Parking Services' web site at http://www.parkinc.ufl.edu/ or call
392-8048.

Benefits Enrollment
All new employees have the opportunity to attend a group benefits enrollment
session to enroll in state and university-sponsored plans (see the "University
Benefits" section of this handbook for details). While information and brochures
about available insurance plans are provided to you at New Employee Orientation,
you must schedule a separate group benefits enrollment session to complete your
enrollment. Sessions are offered at the main benefits office located at 903 West
University Avenue as well as in the Health Science Center, and Physical Plant Division
Human Resource Services satellite offices. To assist you in preparing to attend a
group enrollment session, a web-based tutorial is available that reviews your
benefits options. Please visit our web site at
http://www. hr.ufl.edu/benefits/default.asp.

Continuous University Service
Continuous university service for USPS and TEAMS employees will have been
preserved if you left employment, then were reemployed by the University of Florida
within 180 days, with all attending benefits, leave accrual, etc. USPS employees who
leave employment will be rehired as TEAMS employees. Please contact Classification
and Compensation at 392-2HRS, or compensation@ufl.edu to ensure you are
credited for continuous state service. Please contact University Benefits at 392-
2HRS, or benefits@ufl.edu to ensure your coverage under the state of Florida group
health and life insurance policies continues uninterrupted.

If you have previous state service, please be sure to read the "Florida Retirement
System" section of this handbook. For leave benefit purposes, no years of service
credit will be transferred from a state agency, institution, or university for leave
purposes.










Dual Careers
We understand that a transition to another place of employment for one individual
can affect the career of another. We would be pleased to provide any member of
your household with information about career opportunities at the University of
Florida. If you are interested in finding out about this service, please contact
Recruitment and Staffing at 392-2HRS or emplovment@ufl.edu. You may also visit
the "Jobs" section of our web site at http://www.hr.ufl.edu/recruitment/default.asp.

Dress Code
While the University of Florida does not have a specific dress code, it is clearly
expected that all employees will dress professionally and in a manner consistent with
the university's public agency corporate environment. It may be appropriate for
certain university departments to develop their own dress codes consistent with the
university's public interests. Any dress code established by a university department
should be enforced consistently within that working environment. Please see your
supervisor about what type of dress is appropriate for your work area.

UF Campus Directory
Every year the University of Florida publishes a paper directory of the office and
home addresses, phone numbers, and email address for university students,
academic personnel, and staff. This same information may be accessed by clicking on
"Directory" located on UF's home page. The directory also includes an academic
calendar, information about campus facilities, departmental directories, and other
pertinent campus information.

In the event you wish to change your telephone number, please see your
department's administrator responsible for updating employee phone book
information. To change your home address, please submit a new W-4 form, found
online at http://www.hr.ufl.edu/departmental/forms/W4.pdf to Classification and
Compensation, P.O. Box 115009, 903 West University Avenue. Contact Classification
and Compensation at 392-2HRS, or compensation@ufl.edu with questions.










About Your Employment


Attendance
When an employee is hired at the University of Florida, he or she accepts the
responsibility to work every scheduled day. As a general regulation, you will be
considered excessively absent if you reach or exceed your department's guidelines
for attendance. Management has the discretion to determine the facts of a specific
situation, taking into consideration any extenuating circumstances. If you must be
unavoidably absent from your job (that is, other than planned vacations or personal
business times that have been approved in advance), it is your responsibility to let
your supervisor know as soon as possible on the first day of absence why you must
be absent and when you expect to return. If your anticipated return date changes,
keep your supervisor informed.

Please note: A USPS or TEAMS employee who is absent without authorization for
three or more consecutive workdays may be considered to have abandoned his or
her position and to have resigned from the university.

Lunch
Your lunch break is set by your supervisor. Employees at the university work a
variety of schedules and are permitted varying amounts of time for lunch depending
upon their regular working schedule. For example, if you work from 8 a.m. to 5 p.m.,
Monday through Friday, you typically will be scheduled for a one-hour lunch break.
If, on the other hand, you work from 8 a.m. to 4:30 p.m., Monday through Friday,
you typically will be provided a half-hour lunch period.

Rest Periods
We recognize that employees work better and enjoy work more when they are rested
and refreshed. During each four hours that you work, you are permitted a 15-minute
rest period whenever possible. During this period, we encourage you to leave your
workstation and relax. Your supervisor will advise you of particular arrangements
necessary for breaks in your department. Rest-period time may not be accumulated
for later use--that is, to extend your lunch hour, arrive late, or leave early. You also
may not combine breaks to allow a half-hour break during an eight-hour shift.

Working Hours
For full-time employees, the university's normal work schedule is a five-day, 40-hour
week. Most employees work this schedule with minor variations. Employees who
work less than full-time will work the number of hours proportional to their FTEs.
Where we must maintain continuous operation, additional work shifts are scheduled.

You must obtain your supervisor's approval in advance for any variations to your
normal schedule. Your supervisor will keep you informed of your work schedule
should there be any change from what was assigned originally. Any approved
adjustment in a work schedule (to make up time missed during regular working
hours or to offset working beyond the regular workday when the 40-hour week must
be maintained) should be arranged within the affected workweek.
For payroll purposes, including overtime accrual issues for non-exempt employees,
the university's workweek begins at 12:01 a.m. each Friday and ends on the
following Thursday at 12 midnight.










Outside Employment and Conflict of Interest
As a UF employee you may be permitted to engage in outside employment/activities
that do not pose a conflict of interest if such employment/activities are properly
disclosed and approved by the university. Because of this, you will need to review
potential conflicts with and secure approval from your supervisor before beginning
any such outside employment or activity.

TEAMS and USPS employees must complete an outside activities report as part of
this approval process. In all instances, an outside activities report must be completed
prior to beginning the outside employment or activity. All forms related to outside
employment are available from your Human Resource Services satellite office and
online at http://www.hr.ufl.edu/recruitment/policy/outside.asp.

All TEAMS and USPS employees must complete form OAA-GA-L-268/10-2002 to
secure university approval if they wish to use university equipment, facilities, or
services in connection with outside employment or activity. You may be charged for
this use as determined by your department chair or director along with the
appropriate dean and/or vice president.

University employees engaging in additional employment within the university
require formal review and approval using the HR-600, "Request for Approval of
Additional University Employment" form. For details, please contact Classification
and Compensation at 392-2HRS, or compensation@ufl.edu.

TEAMS Notice of Non-Reappointment
TEAMS employees may be issued a Notice of Non-Reappointment (i.e., may be non-
renewed) at any time. The decision not to issue another appointment of employment
is not a "termination" for misconduct and therefore does not require "just cause" to
support the decision. The non-reappointment process is governed by university
regulations.

For employees hired prior to June 30, 2005
Employees provided a written notice of non-reappointment generally have the
right to six months of employment or the end of their appointment period,
whichever is greater.

For employees hired after June 30, 2005
Employees provided a written notice of non-reappointment generally have the
right to three months of employment or the end of their appointment period,
whichever is greater, from the date of the notice regardless of years of
service.

Any employee may be terminated from employment at any time if he or she has
engaged in misconduct or is unable to perform the essential functions of his or her
position. Such "just cause" terminations are governed by university regulations. Any
employee may be laid off at any time for legitimate layoff reasons pursuant to
university regulations. An employee who has been issued a Notice of Non-
Reappointment may apply for other university positions during and after their non-
reappointment period.










Notice of Voluntary Resignation
While we hope your employment with the University of Florida is positive and lasting,
should you plan to voluntarily resign from your position, university regulation
requires exempt employees to provide their departments with one month's notice.
Non-exempt employees must provide at least two weeks' notice. Employees who
resign normally must wait 180 days before reapplying for University of Florida
employment. All employees will be rehired as TEAMS employees.










Conditions of Employment

Non-Exempt and Exempt Status
Classification titles are designated as either non-exempt or exempt for overtime
payment eligibility under the Fair Labor Standards Act. Non-exempt employees
(hourly) are eligible for overtime compensation while exempt employees, whose
duties usually are executive, professional, or administrative, are not eligible for
overtime compensation.

Probationary Period and Status
Non-exempt TEAMS employees serve a six-month probationary period upon hire at
the University of Florida, unless their probationary periods are extended (in which
case, their probationary periods could be extended to last up to one year). After
successfully completing their probationary period or initial appointments, non-
exempt TEAMS employees are issued annual appointments, including upon
promotion, reassignment, or demotion.

Exempt TEAMS employees' initial appointments at UF are typically for six months.

Please note that USPS and non-exempt TEAMS employees in law enforcement
classes complete a 12-month probationary period.

If an employee is dismissed during the probationary period, he or she does not have
rights to appeal the dismissal. In light of this, it is important for you to get feedback
from your supervisor while you are in your probationary period. Should you be
dismissed during your probationary period, you may not be eligible for re-
employment with the university.

Non-exempt and exempt USPS employees serve probationary periods upon
promotion, reassignment, or demotion to a classification in which they do not hold
permanent status.

Time Worked
Each supervisor is responsible for ensuring that the following time-worked
regulations be observed:

1. Non-exempt employees must account daily for all hours in the workweek, as each
starting and stopping time occurs, via the myUFL systems found at
http://my.ufl.edu/ unless designated otherwise by the department.

Exempt USPS employees are required to account for all hours in the workweek on
time-worked records (usually the "Weekly Elapsed" screen in the myUFL systems)
based on total hours per day of work, leave, or holiday time when they work more
than 40 hours (thus, earning regular compensatory leave) or for workweeks when
special compensatory leave is earned. Exempt TEAMS employees do not complete
time-worked records.

Please note that exempt employees must report leave used via the myUFL systems;
however, it is important that hours accounted for each day match the pre-populated









amount or overpayment may result. Please see the appropriate instruction guide on
leave reporting by exempt employees.

2. Time-worked and leave reported by an employee must be approved by the
employee's immediate supervisor or by the designated approved to ensure proper
and accurate payment.

3. In computing the workweek, time off charged to any type of leave or holiday is
not considered to be hours worked for purposes of overtime pay.

4. Regardless of the amount of leave originally approved for an employee to use
(including some types of administrative leave) an employee only may be charged
with or granted the amount of paid leave necessary to bring the employee to his or
her normal workweek not to exceed 40 hours. See the "Leave Policies" section of this
handbook for details about administrative leave.

5. Non-exempt employees are encouraged to leave their workstations during their
regularly scheduled lunch periods.

6. Non-exempt employees should not begin work before the established starting time
nor should they work beyond the established quitting time unless specifically
authorized by their supervisors. University of Florida policy prescribes that
supervisors be present during their employees' working hours so that they may
verify hours worked.

7. USPS and non-exempt TEAMS employees may not take work home from the
workstations to be completed after hours unless allowed under the university's
alternate work location policy.

8. Employees who falsify any type of university document or falsely report time-
worked, leave usage, etc. shall be subject to dismissal.

Overtime Compensation
Because the university operates on a set budget each fiscal year, overtime worked
by non-exempt employees (hourly) is limited to emergency situations or pre-planned
and approved overtime for peak work periods.

Overtime is defined as work that is required beyond 40 hours in the workweek. Non-
exempt employees who work in excess of 40 hours may be compensated by cash
payment or by being credited with up to 120 hours of overtime compensatory leave.
Cash payment for purposes of overtime compensation is on the basis of one and
one-half times an employee's regular hourly rate of pay for each hour of overtime
worked.

Supervisors are encouraged to make a reasonable effort, based on department
needs and mutual agreement, to allow employees to state a preference between
overtime compensatory leave and cash payment. If agreement cannot be reached,
then overtime compensation must be in the form of a cash payment.

Should an employee be compensated with overtime compensatory leave as an
alternative to payment, he or she may be credited with up to 120 hours of overtime









compensatory leave--that is, 80 hours of overtime worked on the basis of one and
one-half hours of leave for each hour worked. The conversion to one and one-half is
processed automatically by the myUFL systems. Upon reaching the 120-hour limit of
overtime compensatory leave, employees must either receive cash for additional
hours of overtime worked or use accrued overtime compensatory leave before
receiving further overtime compensatory leave credits. The University of Florida's
overtime policy encourages employees to use overtime compensatory leave as soon
as possible after it is earned.

When employees reassign, promote, or demote from their budgetary units, as
defined by the appropriate vice president/designee, their overtime compensatory
leave credits must be cashed out before the effective dates of their new positions.
The appropriate vice president/designee also may elect to cash out all overtime
compensatory leave credits when employees transfer within their budgetary units. In
addition, all overtime compensatory leave credits typically must be taken as leave
time or be cashed out prior to any scheduled salary increases. Unused overtime
compensatory leave credits also must be taken as leave time or be cashed out prior
to the end of each fiscal year. This cash-out will typically occur in May or June.
Departments will be advised several weeks before the "cash-out" payday.

Please direct questions about overtime compensation to Leave Administration at
392-2477 or central-leave@ufl.edu.

Regular Compensatory Leave
Full-time exempt USPS employees who are required to work more than 40 hours in a
workweek are eligible to earn regular compensatory leave on an hour-for-hour basis.
With supervisory approval, an exempt TEAMS employee may adjust his or her
workweek to take equivalent time off for hours worked in excess of the employee's
normal schedule.

Part-time exempt USPS employees who are required to work more than their FTE are
eligible to earn regular compensatory leave on an hour-for-hour basis. No employee
typically shall be allowed to accrue more than 120 hours of such regular
compensatory leave credits--although in unusual circumstances exceptions to this
limit may be requested. No payment for unused regular compensatory leave credits
is permitted when exempt employees separate from the university or transfer out of
the USPS. However, when an employee moves from a university position eligible to
accrue regular compensatory leave to an ineligible university position (for example,
from an exempt USPS position to an exempt TEAMS position), he or she may retain
his or her accrued regular compensatory leave but must use it before using any
vacation leave. Requests for use of earned regular compensatory leave should be
handled in the same manner as requests to use accrued vacation leave.

Special Compensatory Leave
Because this leave typically may be accrued only in a workweek where an official
state of Florida holiday has occurred, please see the "Holidays" section of this
handbook for details.

Official University Travel
Travel to and from an employee's home to the employee's regularly assigned
headquarters cannot be counted as hours worked. If a USPS or non-exempt TEAMS










employee is called back to work after his or her scheduled hours of work for the day,
the employee should be credited with actual time worked, including time to and from
the employee's home to the assigned work location or a minimum of two hours of
work--whichever is greater.

If an employee is required as a result of University of Florida employment to attend a
meeting or conference, or otherwise work at an out-of-town location, such
attendance or work, including travel time to out-of-town meetings, conferences, and
work locations, whether or not such travel occurs during the employee's normal work
schedule, is considered time worked. Please discuss specific situations with Leave
Administration at 392-2477, or central-leave@ufl.edu.

When a non-exempt (time card) employee is in official travel status, time spent in
travel may result in total hours for the week exceeding 40, in which case the
employee is in overtime status and must be compensated according to standard
overtime policies.

Please contact Leave Administration at 392-2477, or central-leave@ufl.edu with
questions.











Job Classification and Reclassification


Classification
The basic principle of position classification is that positions similar in duties and
responsibilities should be grouped together in a common category. The purposes of a
classification system include the following:

To maintain an "equal pay for equal work" policy, thus avoiding inequitable
treatment of employees by assuring positions requiring similar tasks and
duties are grouped and classified together.
To aid in recruitment by establishing meaningful qualification requirements.
To provide a base of common understanding in Human Resource Services
administration through a system of class titles.
To aid in clarifying and improving organizational structure.
To facilitate better employee-management relations.
To facilitate administration of funds allocated for wages and salaries in an
equitable manner.

Position classification is based on the duties and responsibilities of the job and not on
the qualifications held by an applicant or incumbent.

Reclassification
If it is believed the duties and responsibilities of a position have changed sufficiently
to warrant a new classification, a request for a reclassification study may be made by
the supervisor or department chairperson through administrative channels to
Classification and Compensation at 392-2HRS, or compensation@ufl.edu. The basis
of the review will be a position description revised by the department to reflect the
changes in duties.

This study will determine whether the position should be placed in a higher, lower, or
otherwise different classification. An actual change in the level of difficulty,
responsibility, or nature of a job is necessary and must be demonstrated to warrant
the reclassification of a position. "Length of service," "excellent job performance," or
"increased volume of work" cannot be considered as determining factors for a
reclassification action.











About Your Pay


Salary Increases
Salary increases for USPS and TEAMS employees will be made in accordance with the
guidelines issued by the President and the UF Board of Trustees.

Special Pay Increases
Special pay provides an increase to the employee's salary in her or his current
position and title and may be given as long as rate and dollars are available within
the department.

The special pay increase categories currently available are:

Increased responsibilities, where additional duties or responsibilities have
been assigned to the position.
Counter-offers that may be actual or anticipated.

Supervisors may initiate special pay increases in the myUFL systems and should
refer to the "Special Pay Increase" instruction guide for further details. All Special
Pay Increases must be accompanied by an explanation/justification.

Because special pay increases for increased volume or responsibilities can be
rescinded should the volume or responsibilities be reduced at a later date, these
conditions need to be documented in the paper form, SPI for Increased
Responsibilities/Volume, which requires the employee's signature. While the action
will be initiated in PeopleSoft, the paper form will need to be completed and
submitted simultaneously through approval channels. Employment and Classification
cannot approve the special pay until a copy or fax of this form is received. The
original should be retained in the department, college, or director's office.

Please note that the effective date for special pay actions shall be the date
the vice president approves the special pay job action.

Questions may be directed to Classification at and Compensation 392-2HRS,
compensation@ufl.edu, or your HRS satellite office.










Job Progress


Performance Appraisals
So that you may obtain essential information about your work performance,
employees with more than six months of service are formally evaluated by their
supervisors on an annual basis. Your supervisor will complete an appraisal that
covers March 1 through the end of February each year.

Non-exempt TEAMS and all USPS employees' supervisors will complete a form rating
their employees on five criteria-work performance, attendance/reliability, customer
service, initiative/productivity, teamwork/interpersonal skills-using five rankings
ranging from "Exceeds" to "Below" performance standards. This form will also be
used following each nonexempt TEAMS employee's initial six-month probationary
period as well as for each probationary period fulfilled by USPS employees when
changing classifications.

Exempt TEAMS employees' performance appraisals may use the aforementioned
form as a framework, but a letter or narrative will serve as a final submission.

The appraisal form also offers an opportunity for employees to assess their own
performance and includes sections for the employees and their supervisors to
identify goals for the upcoming year.

Every employee will sign his or her performance appraisal and receive an original
copy; a copy will be sent to Employee Relations. If you have questions about
performance appraisals, please contact Employee Relations at 392-1072, or
emprel@ufl.edu.










Career Movement


Job Titles and Qualifications
As briefly mentioned in the "Pay" section of this handbook, all positions at the
University of Florida have minimum qualifications that require varying levels of
training, work experience, and education. In addition to these minimum
requirements, departments frequently have special requirements for their particular
positions.

It is possible to meet minimum qualifications for more than one job title. For
instance, you may meet the qualifications for a senior biological scientist, which
means you also meet the qualifications for a biological scientist. You also may have
completed more than one kind of training or experience such that you might
additionally qualify for a chemist position.

Some TEAMS positions require a bachelor's degree and a minimum of two years
experience or a master's degree. However, these positions also may require other
types of specialized experience based on departmental need.

Please direct questions concerning qualifications or job titles to Classification and
Compensation at 392-2HRS, or compensation@ufl.edu.

Changing Positions
If you are a USPS employee who has successfully completed your probationary
period or a TEAMS employee who has successfully completed six months in your
current position, you may apply for positions outside your department. As a USPS
employee, you must serve a six-month probationary period each time you change
titles. Non-exempt TEAMS employees are required to serve only one six-month
probationary period upon initial hire. If your position is reclassified, you may seek
other opportunities upon completing a total of six months of satisfactory service in
your current department.

To view vacancies and apply for jobs, current UF employees should sign-on to the
myUFL systems http://my.ufl.edu/ and navigate to "My Self Service," then "Jobs at
UF," where they can click on "View Job Postings." Detailed application instructions
are available at http://iobs.ufl.edu.

Promotions, reassignments, or demotions are not allowed if the employee receives a
below rating on his or her last performance appraisal. Also, an employee who has
received a written reprimand or who has been suspended is not eligible for other
university employment opportunities until six months of satisfactory service have
followed such discipline.

In the event a USPS employee accepts a TEAMS-only position or elects to enroll in
TEAMS, there is no option for him or her to transfer back to USPS. Detailed
application instructions, materials, and pay regulations are available on Human
Resource Services' web site.

Career Counseling Sessions
Employment and Classification and most Human Resource Services satellite offices









offer one career counseling session per year to USPS and TEAMS employees who are
interested in moving to other University of Florida positions.

During this session, job credentials, opportunities for advancement, and the
University of Florida's promotion/reassignment/demotion policy will be discussed.
Qualifications for the desired position classifications) and education and work
histories of the employee also will be reviewed. If you are not competitive for a
classification in which you are interested, ways to achieve your goals will be
suggested and discussed. This individualized attention provides you with a realistic
preview of career opportunities at the University of Florida.

To schedule a career counseling session, simply call your Human Resource Services
satellite office or Classification and Compensation. An employment counselor will be
glad to set up a counseling session.

A Word About Reassignments and Demotions
When most of us think about changing positions, typically we envision receiving a
promotion. Depending on your career goals, however, there may be times when a
reassignment or demotion is an appropriate move to make.

A reassignment is a move to a job that is in the same classification (job title) as your
present job or in a different classification but the same pay grade.

Applications for reassignment are appropriate when you are interested in moving to
another area or when your background could be put to better use in a different type
of work. Reassignments within a department may be made at the discretion of
management.

A voluntary demotion also may be an alternative for you when considering career
options at the University of Florida. A demotion occurs when an employee moves
from a position in one classification to a position in another classification that has a
lower pay grade.

Employees may receive higher salaries upon promotion or reassignment.











Leave Policies


Vacation Leave
USPS and TEAMS employees earn time off for vacations or personal business through
our vacation leave policy. Vacation leave is earned each pay period and is credited to
you on the last day of that pay period. There is no waiting period for using vacation
leave. USPS and TEAMS employees may use it while probationary, and exempt
TEAMS employees may use it during their first six months of employment, pending
supervisory approval.

Requests for vacation leave should be submitted in advance to your supervisor, with
vacation leave being taken only after approval has been received. In the majority of
cases, your vacation schedule is a cooperative decision between you and your
supervisor. In unusual or unavoidable situations, your supervisor may require you to
take a portion of your vacation leave at a specified time.

USPS Employees
For USPS employees, the rate of vacation leave accrual increases with years of
service. Part-time employees earn vacation leave in proportion to the amount of time
worked during each pay period; their rate of accrual, while prorated, also increases
based on years of service.

Creditable service Hours earned each biweekly pay period
Up to 5 years: 4 (approx. 13 days per year)
5 to 10 years: 5 (approx. 16 days per year)
Over 10 years: 6 (approx. 19 days per year)

USPS employees may accrue vacation leave throughout the year. However, any
accrued hours in excess of 240 hours at the end of the pay period in which the end
of the calendar year falls will convert to sick leave hours.

Regardless of the amount of vacation leave originally approved by your supervisor,
vacation leave may be used only in the amount necessary to bring you to your
regular FTE, not to exceed the 40-hour workweek. Should you separate from
university employment, you will be paid for any unused vacation leave up to 240
hours. If you transfer to a leave-accruing position within the University of Florida,
your vacation leave balance will be transferred.

TEAMS Employees
As a full-time TEAMS employee employed each year for more than nine months, you
typically will accrue vacation leave at a rate of 6.769 hours biweekly, approximately
22 days per year, or a number of hours that is directly proportionate to the number
of hours you are in pay status during a pay period.

If you are a part-time TEAMS employee, you will accrue vacation leave in proportion
to the amount of time worked during each pay period. If you are on an academic
appointment (39 weeks) or are a P.K. Yonge employee, you normally will not accrue
vacation leave. See your department's personnel administrator or payroll processor
for details.









TEAMS employees may accumulate vacation leave throughout the year. However,
any accrued hours in excess of 480 at the end of the pay period in which the
calendar year falls will convert to sick leave. Upon separation from UF, you will be
paid for up to 352 hours of any unused vacation leave. If you transfer to a leave-
accruing position within the University of Florida, your vacation leave balance will be
transferred.

TEAMS Employees' December Benefits, Including Personal
Leave Days and December Cashout
All TEAMS employees receive four personal leave days to be used between December
26 and 31 each year between the observed Christmas and New Year's Day official
holidays. TEAMS employees who are considered essential personnel (as designated
by their vice president working with the appropriate dean or director) and are
required to work during this time may take this time starting from when the hours
are credited, in any increment, until the end of that fiscal year.

USPS employees may be required to take vacation leave during the established
university closing each year. In the event they do not have sufficient vacation leave
to cover the absence, they may use accrued compensatory leave or leave without
pay or they may request that vacation leave be advanced to them upon request.
This is the only time of year in which advanced vacation leave may be made
available.

All TEAMS employees are entitled to cash out up to 16 hours of vacation leave each
December, provided at least 40 hours remain on balance.

Holidays
University of Florida employees, both TEAMS and USPS, have ten paid holidays each
year: New Year's Day, Martin Luther King Jr.'s Birthday, Memorial Day,
Independence Day, Labor Day, UF Homecoming Day, Veterans Day, Thanksgiving
Day, the day after Thanksgiving, and Christmas Day.

When these holidays fall on a weekend, changes are made to this schedule. For
example, whenever a holiday falls on a Saturday, it is observed on the preceding
Friday. Whenever a holiday falls on a Sunday, it is observed on the following
Monday. The holiday schedule is announced prior to the start of and throughout each
calendar year. It also is listed in the "Leave" section of our web site.

All full-time TEAMS and USPS employees earn eight hours of holiday pay as long as
they are in pay status for a reasonable portion of their last regularly scheduled
workday before the holiday. (Your supervisor determines what constitutes a
reasonable portion of the workday.) Pay status includes actually working as well as
being in an approved leave-with-pay status (for example, using vacation, sick, or
compensatory leave). Part-time employees are entitled to holiday time in proportion
to their FTE. For instance, if you have a halftime, or .50 appointment, you are
entitled to four hours of holiday time for each scheduled holiday. Employees on an
approved leave of absence without pay must be in pay status the day before a
holiday to be paid for that holiday.

TEAMS Exempt Employees
If you are required to work on a holiday, you will not earn any type of compensatory










leave credits. Instead, as an exempt TEAMS employee, you are encouraged to adjust
your schedule within the workweek in which a holiday is observed, pending
supervisory approval. That is, if you must work on the holiday, you may take off
another day during that week or at another time identified by you and your
supervisor.

All USPS and TEAMS Non-Exempt Employees
If you are a USPS or TEAMS non-exempt employee who must work on a holiday, you
generally will earn special compensatory leave for the number of hours worked not
to exceed eight hours. In other cases, your supervisor may wish to adjust your work
schedule within the workweek in which the holiday falls. If your schedule is adjusted
and you take another day off in the workweek, no special compensatory leave will be
earned.

Sometimes a holiday falls on an employee's regular day off. In this instance, you
normally will be credited with special compensatory leave equal to the number of
hours in your regular workday not to exceed eight hours. As an alternative to your
accruing special compensatory leave, your supervisor may wish to adjust your work
schedule by allowing you to take off another day during that workweek (no special
compensatory leave credits will be earned).

When the holiday falls on your regular day off but you must work, the number of
hours worked on the holiday shall be counted as hours worked. In addition, you
normally will be credited with special compensatory leave equal to the number of
hours in your regular workday not to exceed eight hours.

There is no limit to the amount of special compensatory leave that may be accrued,
and special compensatory leave is earned on an hour-for-hour basis. Like overtime
compensatory leave, when employees reassign, promote, or demote from their
budgetary units, as defined by the appropriate vice president/designee, any accrued
special compensatory leave must be cashed out before the effective dates of their
new positions. The appropriate vice president/designee also may elect to cash out all
special compensatory leave credits when employees transfer within their budgetary
units. In addition, all special compensatory leave credits typically must be taken as
leave time or be cashed out prior to any scheduled salary increases. Unused special
compensatory leave credits also must be taken as leave time or be cashed out prior
to the end of each fiscal year. This cash-out will typically occur in May or June.
Departments will be advised several weeks before the "cash-out" payday.

Personal Holiday: USPS
If you are a permanent USPS employee, you will be granted one paid holiday per
fiscal year--in addition to the university's other paid holidays--to be used on any day
you select, pending supervisory approval. If you are a part-time employee, you are
entitled to a personal holiday in proportion to your current FTE.

A personal holiday is credited to eligible employees upon the attainment of
permanent status in the USPS and at the end of the pay period during which July 1
falls thereafter. Because a personal holiday must be taken prior to the end of the pay
period during which June 30 of the following year falls or it will be forfeited, you
should consider using your personal holiday early in the fiscal year before using
vacation leave. Personal holidays must be taken as a full day--not in hourly
increments. Please note that a USPS employee who promotes to a TEAMS-only









position or elects to move to the TEAMS pay plan must use his or her personal
holiday (subject to supervisory approval) before beginning the TEAMS appointment,
or it will be lost.

Sick Leave
We call our sick leave policy the insurance policy that does not cost you anything.
Used wisely, it provides financial protection for you when you really need it. You
begin earning sick leave from the time you are first employed. As with vacation
leave, it is credited to you on the last day of each pay period. There is no waiting
period for using sick leave. USPS and TEAMS employees may use it while
probationary, and TEAMS exempt employees may use it during their first six months
of employment.

Full-time TEAMS and USPS employees earn four hours each biweekly pay period.
Sick leave for part-time employees is earned in proportion to the amount of time
worked during each pay period. There is no limit on the amount of sick leave that
you may accrue. Earned sick leave may be approved for your time off from work
because of your exposure to a contagious disease that may endanger others, for
your personal visits to doctors or dentists, and for your personal illness which
includes disability caused, or contributed to, by pregnancy (see "Extended Leaves of
Absence"), as certified by the attending physician.

As a TEAMS or USPS employee, you also may use your sick leave in reasonable
amounts for illness, injury, or death within your immediate family pending
supervisory approval. If you or a member of your family has a serious medical
condition, you may be eligible for an extended medical leave of absence under the
Family and Medical Leave Act (FMLA). See the "Extended Leaves of Absence" section
for details, including the definition of serious health condition. The university's
definition for "immediate family" is defined as an employee's spouse, domestic
partner, great-grandparent, grandparent, parent, brother, sister, child, grandchild, or
the grandparent, parent, brother, sister, child, grandchild, or great-grandchild of the
employee's spouse or domestic partner, or the spouse or domestic partner of any of
them. This also includes individuals for whom the employee is the current legal
guardian. Regardless of the amount of sick leave originally approved by your
supervisor, sick leave may be used only in the amount necessary to bring you to
your regular FTE, not to exceed the 40-hour workweek.

If you separate from university employment because of retirement (other than for
disability reasons), termination in good standing, or death after you have completed
at least ten years of creditable service*, you or your beneficiary will be paid for part
of your unused sick leave credits. Unused sick leave credits are paid at the rate of
1/4 of credits earned, not to exceed an actual payment of 480 hours. If you transfer
to a leave-accruing position within the University of Florida, your sick leave balance
will be transferred.

*Time spent on personal leaves of absence does not count toward the requirement
for 10 years of creditable service for purposes of sick leave cash-out.

Sick Leave Pool
The university's sick leave pool is a way for employees to combine a portion of their
individually accrued sick leave for collective use.









If you join the sick leave pool, you may be able to draw upon the pool--after
approval from the sick leave pool committee--in instances where you must use all of
your sick, vacation, and compensatory leave hours (if applicable) because of
personal, not family, catastrophic* illness or injury. (*Catastrophic injury or illness is
defined as a severe condition or combination of conditions affecting the mental or
physical health of the employee that has resulted in a life-threatening condition
and/or has had a major impact on life functions.)

To be eligible to participate in the sick leave pool, you must be appointed on a
TEAMS, USPS, or Academic Personnel line; have completed one year of employment
with the University of Florida; and have a minimum of 64 hours of sick leave on
balance if you are full-time. Full-time employees whose applications are accepted will
contribute eight hours of sick leave automatically to the sick leave pool. All figures
associated with the sick leave pool are figured on a prorated basis for part-time
employees.

There's no entitlement to sick leave pool hours. The decision to grant or deny
applications for sick leave pool hours will be made by the sick leave pool committee.
Employees may appeal the denial of their application for sick leave pool hours to the
sick leave pool committee. If the appeal is denied, employees may appeal to the sick
leave pool appeals board whose decision is final and binding.

To enroll in the pool, you must submit an application for membership within the 30
days following your one-year anniversary or during the October open enrollment
period if all eligibility criteria are met.

Domestic Violence Leave
Under a new Florida law, as of July 1, 2007, Florida employers must provide
employees up to 3 days of leave in a twelve-month period if the employee or a
family or household member is a victim of domestic violence. The fiscal year of July 1
to June 30 will be considered the 12-month period.

Activities Covered by the Leave
An employer must provide leave for the following specific activities:

Seeking an injunction for protection against domestic violence or repeat
violence, dating violence, or sexual violence;
Obtaining medical care or mental health counseling or both for the employee
or a family or household member to address injuries resulting from domestic
violence;
Obtaining services from victims services organizations such as a domestic
violence shelter or rape crisis center;
Making the employee's home secure from the perpetrator of domestic
violence or finding a new home to escape the perpetrator;
Seeking legal assistance to address issues arising from domestic violence or
attending or preparing for court related proceedings arising from the act of
domestic violence.

Advanced Notice
Except in cases of imminent danger to the health or safety of an employee, or to the
health or safety of a family or household member, an employee seeking leave from









work under this section must provide his or her employer advanced notice of the
leave.

Type of Leave
The employee is required to use accrued leave. In the event that the employee does
not have sufficient leave hours to cover the event, the leave that is not covered will
be unpaid.

Employer Responsibilities
The employer must keep all information relating to the leave confidential and exempt
from disclosure. This documentation is to be maintained in the Human Resources
Department and kept separate from the employee's official personnel file.

Under no circumstances can the employer take any disciplinary action against the
employee related to the use of the domestic violence leave.

Extended Leaves of Absence/Family and Medical Leave Act
"Extended leave" is a term used at the University of Florida that encompasses all
forms of leave with or without pay that last longer than 15 consecutive workdays. As
a result, extended leave may be provided for medical (self and family), parental,
military, and personal reasons.

As appropriate, the University of Florida's extended leave of absence policy
incorporates at a minimum the requirements of the federal Family and Medical Leave
Act (FMLA)--although not all of the circumstances covered by the university's
extended leave of absence policy are affected by the FMLA.
Please note: When an employee uses vacation leave and compensatory leave to
cover an absence of more than 15 consecutive workdays for personal reasons, in
keeping with the university's vacation and compensatory leave policies, the
employee will not be considered to be on an "extended leave." An extended leave of
absence for personal reasons is available; however, it must be taken as leave
without pay. Such leave is available only upon supervisory approval and is not
covered by the FMLA.

Family and Medical Leave Act (FMLA)
The FMLA was enacted by Congress in 1993, with final regulations becoming
available in 1995. Under this federal law, eligible employees are entitled upon
request to a total entitlement (not per event) of 12 workweeks of leave without pay
in a 12-month period when an employee becomes a biological parent; when a child is
placed in his or her home pending adoption; for foster-care purposes; when an
employee needs to care for his or her parent, spouse, or child with a serious health
condition; and/or when the employee has a serious health condition. The 12-month
period at the University of Florida is considered July 1 through June 30 of the
following calendar year (UF's fiscal year).

Employees should submit requests for leave, including FMLA leave, to their
supervisor. At the University of Florida, the leave benefits are frequently more
generous than those provided by the FMLA. As a result, when granting appropriate
leave in keeping with university policy, departments will likely meet the requirements
of the FMLA as a matter of course. UF supervisors are responsible for designating
whether leave is FMLA-qualifying as appropriate.










At the University of Florida, employees may use their individually accrued paid
leave,* be in leave without pay status, maintain reduced work schedules, or be
absent from work intermittently while on many forms of extended leaves of absence.
As appropriate, all of the above will count toward the 12 weeks of an employee's
FMLA entitlement.

Upon return from an extended leave, including FMLA leave, an employee will be
returned to the same position or a position in the same classification unless he or she
and the university have agreed in writing otherwise. FMLA leave will not affect the
benefits normally accrued by employees during a leave with or without pay, as
appropriate. Employees may be required to present certification from their health
care provider that they are able to resume work.

*Overtime compensatory leave, when used, may not count toward the 12 weeks of
an employee's FMLA entitlement.

Permanent USPS Employees and TEAMS Employees
USPS employees with permanent status in any classification (or law enforcement
employees with six months of satisfactory on-the-job service) and all TEAMS
employees after their initial probationary period or six-month appointment are
eligible for up to six months of leave for the following circumstances. Please
remember: A total entitlement (not per event) of 12 workweeks in a 12-month
period is provided to eligible employees by the FMLA. All of the following types of
leave, except military and personal, are FMLA-qualifying. In addition, medical leave
granted for family members who do not meet the FMLA's definition of family does not
count toward an employee's FMLA entitlement.

Medical leave, self (serious personal health condition)
The FMLA guarantees up to 12 workweeks in such instances; however, the
University of Florida's policy goes beyond this federal mandate and allows,
pending supervisory approval, up to six months of such leave to eligible
employees, which may be extended up to one year for extenuating
circumstances.

Medical leave, family (serious family health condition)
While the FMLA requires up to 12 workweeks of leave be granted when an
employee needs to care for his or her parent, spouse, or child with a serious
health condition, the University of Florida's policy allows, pending supervisory
approval, up to six months of such leave and also may provide leave, again
with supervisory approval, in instances where family members who do not
meet the FMLA's strict definition of family have a serious health condition. In
these instances, the university's definition for "immediate family" would be
the spouse, great-grandparents, grandparents, parents, brothers, sisters,
children, grandchildren, and great-grandchildren of the employee and his/her
spouse.

Parental (the birth of a biological child or placement of a child
pending adoption)
Here too, the university's policy goes beyond the federal FMLA mandate of 12
workweeks and provides up to six months of such leave to eligible employees,
which shall be granted upon request. The official parental leave period may










begin two weeks before the expected date of the child's arrival and must
occur within the 12-month period beginning with that date.

Foster-care
Up to 12 workweeks of leave for foster-care purposes are available under the
FMLA.

Personal reasons
Up to 12 months of leave without pay for personal reasons may be available
pending supervisory approval. An employee taking a personal leave of
absence must contact University Benefits prior to taking the leave to let them
know whether benefit premiums will be paid directly to that office, or whether
the employee wishes the benefits to be inactive during the leave of absence.
Time spent on personal leaves of absence does not count toward the
requirement for 10 years of creditable service for purposes of sick leave cash-
out.

Military leave also is available to these employees, so long as they are not on
temporary appointments, which must be granted upon request. Please see
the "Military Leave" section of this handbook for details.

Probationary USPS and TEAMS Employees and TEAMS Exempt Employees on
Initial Appointment
Newly hired USPS and TEAMS employees serving their probationary periods as well
as TEAMS exempt employees in their initial six-month appointments at UF are
entitled to up to 12 workweeks of leave for the following. Please remember: A total
entitlement (not per event) of 12 workweeks in a 12-month period is provided to
eligible employees by the FMLA. All of the following types of leave, except military,
are FMLA-qualifying. In addition, medical leave granted for family members who do
not meet the FMLA's definition of family does not count toward an employee's FMLA
entitlement.

Medical leave, self (serious personal health condition)
The FMLA guarantees up to 12 workweeks in such instances.

Medical leave, family (serious family health condition)
While the FMLA provides up to 12 workweeks of leave when an employee
needs to care for his or her parent, spouse, or child with a serious health
condition, the University of Florida's policy allows probationary employees and
those in their initial appointments, pending supervisory approval, to use such
leave in instances where family members who do not meet this strict
definition have a serious health condition. In these instances, the university's
definition for "immediate family" would be used as described in this
handbook.

Parental (the birth of a biological child or placement of the child
pending adoption)
University of Florida policy requires that up to six months of leave be granted
upon request to all non-OPS employees for the birth of a biological child or
placement of the child pending adoption (parental). The University of Florida's
policy goes beyond the federal FMLA mandate of 12 workweeks that must be
granted when this event occurs. The official parental leave period may begin









two weeks before the expected date of the child's arrival and must occur
within the 12-month period beginning with that date.

Military leave
Military leave also is available to these employees, so long as they are not on
temporary appointments, which must be granted upon request.

An employee with fewer than six months of service who is in non-pay status for more
than 15 consecutive workdays (other than in instances of military or FMLA-qualifying
leave as described above, including the extended benefit associated with medical and
parental leave) is considered to have a break in service and must be dismissed.
Depending upon the circumstances surrounding the absence, however, the employee
may be considered for reemployment with the university.

Please note: Time spent on extended leave will not count toward the completion of
an employee's probationary period, and the completion date of the probationary
period will be advanced based on the amount of time the employee is absent. The
employee ultimately must complete his or her probationary period upon return from
the extended leave. Initial appointments of exempt TEAMS employees also will be
adjusted to reflect time spent on extended leaves of absence.

Serious Health Condition
To be eligible for an extended leave for medical reasons (self or family), an employee
must provide documentation from the appropriate health care provider that a serious
health condition exists. (In the event a serious health condition does not exist, a
department at its discretion still may grant a medical leave, in which case the leave
would not be FMLA-qualifying.) A serious health condition means an illness, injury,
impairment, or physical or mental condition that involves one or more of the
following:

Inpatient care in a hospital, hospice, or residential medical care
facility, including any period of incapacity or any subsequent treatment
in connection with or consequent to such inpatient care.
Continuing treatment by a health care provider, which includes any
one or more of the following:
1. A period of incapacity of more than three consecutive days, and
any subsequent treatment or period of incapacity relating to the
same condition, that also involves one or more of the following:
treatment two or more times by a health care provider, by a
nurse or physician's assistant under direct supervision of a
health care provider, or by a provider of health care services
under orders of, or on referral by, a health care provider.
Treatment by a health care provider on at least one occasion
which results in a regimen of continuing treatment under the
supervision of the health care provider.
2. Any period of incapacity due to pregnancy or for prenatal care.
3. Any period of incapacity or treatment for such incapacity due to
a chronic serious health condition (for example--asthma,
diabetes, epilepsy).
4. A period of incapacity that is permanent or long-term due to a
condition for which treatment may not be effective (for










example--Alzheimer's, a severe stroke, the terminal stages of
disease).
5. Any period of absence to receive multiple treatments either for
restorative surgery after an accident or other injury or for a
condition that would likely result in a period of incapacity of
more than three consecutive calendar days in the absence of
medical intervention or treatment (for example--severe
compound bone fracture, a severe concussion).

Family Member with a Serious Health Condition
Under the provisions of the FMLA and university policy, an employee may care for a
family member (his or her parent, spouse, or child, if FMLA-qualifying, or "immediate
family" under university policy) with a serious health condition if one or both of the
following apply:

The family member requires assistance for basic medical, hygiene, nutritional,
safety, or transportation needs as a result of a serious health condition.
If the employee's presence would be beneficial or desirable for the care of the
family member with a serious health condition, which may include
psychological comfort.

In the event an employee goes on extended leave without pay for parental, military,
and medical purposes, the employer contribution will be provided up to six months.
If an employee is on approved leave that exceeds six months for extended parental,
military, or medical purposes, the employer contribution typically will be provided if
the employee is in pay status for at least one day per month.

For additional information about insurance premiums, please contact University
Benefits at 392-2HRS, or benefits@ufl.edu, or your Human Resource Services
satellite office. Because insurance premiums are paid a month in advance, it is
recommended that you contact University Benefits five to six weeks before the
beginning of any extended leave.

Employees who participate in the Florida Retirement System will have full-month
service credit and prorated contributions made on their behalf during the months
they are in pay status. Time spent on extended leaves of absence by USPS
employees, regardless of pay status, will count toward higher vacation leave accrual.

Employees are required to provide at least 30 days' written notice where possible
when the need for FMLA leave is foreseeable. Please see your departmental
leavekeeper for specifics about required documentation for FMLA-qualifying and
other forms of extended leaves. Departments should submit documentation related
to extended leaves of absence to Central Leave Administration, PO Box 115001, 903
West University Avenue.

Administrative Leave
Administrative leave is leave with pay that is not charged against individually
accrued leave balances. It is designed to keep you in full pay status under certain
circumstances and typically can be granted only in the amount necessary to bring
you to your regular FTE, not to exceed the 40-hour workweek, regardless of the
amount of paid leave originally approved by your supervisor. Administrative leave










benefits are the same for USPS and TEAMS employees with the following exception:
USPS and non-exempt TEAMS employees may earn special compensatory leave in
conjunction with certain types of administrative leave that may not be reduced.
Exempt TEAMS employees are not eligible to earn special compensatory leave.

USPS and TEAMS employees may be granted administrative leave in the following
situations:

Athletic Competition
Civil disorder or disaster
Court/jury duty/witness
Death in immediate family
Florida Disaster Volunteer leave
Florida National Guard active state service
Natural disasters and other emergency conditions
Presidential Leave
Short-Term military training
Voting

Athletic Competition
Any employee of the university who qualifies as a member of the United States team
for athletic competition on the world, Pan American, or Olympic level in a sport
contested in either Pan American or Olympic competition shall be granted athletic
competition leave for the purpose of preparing for and engaging in the competition.
In no case shall the athletic competition leave exceed the period of the official
training camp and competition combined or 30 calendar days in a calendar year,
whichever is less. The term "United States team" includes any group leader, coach,
official, or athlete who is a member of the United States official delegation for
athletic competition to world, Pan American, or Olympic competition.

Civil Disorder or Disaster
If you are a member of a volunteer fire department, police auxiliary or reserve, civil
defense unit, or other law enforcement-type organization, you may be granted
administrative leave upon approval by the University President or designee when you
are called to perform duties in times of civil disturbances, riots, and natural
disasters. If you are a member of the Civil Air Patrol or Coast Guard Auxiliary, you
may be granted administrative leave when assisting in emergency search and rescue
missions. Regardless, such leave cannot exceed two days on any one occasion.

Departments should contact Leave Administration at 392-2477, or central-
leave@ufl.edu before granting such leave.

Court, Jury Duty, or Witness
If you are summoned to jury duty, you will be granted administrative leave for all
hours required for such duty, not to exceed the number of hours in your normal
workday. If the jury duty does not require your absence for the entire workday, you
should return to work immediately upon release by the court. If your court
attendance does not coincide with your regular work schedule, you may be granted
administrative leave based on the total hours served on jury duty, not to exceed the
number of hours in your regular workday. The university will not reimburse you for
meals, lodging, and travel expenses that you incur while serving as a juror.
However, you may keep any jury fees paid to you.









If you are subpoenaed as a witness in a court or administrative hearing not involving
personal litigation or service as a paid expert witness, you will be granted
administrative leave and you may keep any witness fees. As in instances of jury
duty, the university will not reimburse you for meals, lodging, and travel expenses. If
you are subpoenaed in line of duty to represent the University of Florida as a witness
or defendant, your appearance will be considered a part of your job assignment
(time worked) rather than being covered by administrative leave. In these instances,
you will be paid per diem and travel expenses but may not keep any fees received
from the court. In the above two instances, the amount of administrative leave may
not be reduced for USPS and non-exempt employees. It will be used only in the
amount needed to fulfill an exempt TEAMS employee's FTE.

Administrative leave will not be granted for court attendance if you are engaged in
personal litigation or service as a paid expert witness. In these instances, however,
you may be approved to use your personally accrued vacation leave. If you make an
appearance as an expert witness for which you receive professional compensation,
you may be affected by the university's policies on outside employment and conflict
of interest; please see the "Outside Employment" section of this handbook for
details. Contact Leave Administration at 392-2477, or central-leave@ufl.edu for
details.

Death in Immediate Family
USPS and TEAMS employees may use up to two days of administrative leave for each
occurrence of death in their immediate families (spouse, domestic partner, great-
grandparents, grandparents, parents, brothers, sisters, children, grandchildren, and
great-grandchildren of you and your spouse/domestic partner). To be approved for
this leave, please submit to your immediate supervisor the name of the deceased
and your relationship to him or her. This leave is to be used for those activities
related to the death (attending the funeral, recording of the will, etc.). Only the
amount of administrative leave needed to bring an employee to his or her FTE would
be used in any given workweek; however, the employee would be entitled to the full
benefit, if needed, including the balance of any partial workdays used previously.
Sick leave also may be used in reasonable amounts with your supervisor's approval.

Disaster Volunteer
If you are a certified disaster service volunteer of the American Red Cross, you may
be provided administrative leave for up to 15 working days in the fiscal year upon
request of the American Red Cross and with your supervisor's approval. Leave
granted for this purpose must be for level II or above disasters that occur within the
boundaries of the state of Florida. Certification from the American Red Cross as to
the need for your assistance and to the level of the disaster is required in order for
this leave to be granted. Only the amount of administrative leave needed to bring an
employee to his or her FTE would be used in any given workweek; however, the
employee would be entitled to the full benefit, if needed, including the balance of any
partial workdays used previously.

Florida National Guard Active State Service
If you are a member of the Florida National Guard, you will be granted
administrative leave for all days when ordered to active state service by the
Governor, up to a maximum of 30 days at any one time. To be granted this leave,
you must present your official orders to your supervisor. A copy of these orders
should be filed in your personnel file.










Meetings and Conferences
Required attendance at professional meetings or conferences is considered time
worked. This includes travel time to out-of-town meetings and conferences.

Natural Disasters
Because of the unique nature of natural disasters and resulting executive orders,
please contact Leave Administration at 392-2477, or central-leave@ufl.edu for
information about this form of administrative leave.

Presidential Leave
The university president may grant leave with or without pay to an employee under
any circumstance that is beneficial to the university.

Short-Term Military Training
If you are a member of the U.S. Armed Forces Reserves or National Guard, you are
eligible for up to 17 paid working days per federal fiscal year (October 1 to
September 30) for reserve training or active or inactive duty training upon
presentation of your official orders. Only the amount of administrative leave needed
to bring an employee to his or her FTE would be used in any given workweek;
however, the employee would be entitled to the full benefit, if needed, including the
balance of any partial workdays used previously.

Voting
Normally, employees should vote during non-work hours. In emergency situations,
however, one or two hours of administrative leave may be granted for voting
provided the employee has obtained approval from his or her immediate supervisor.

Compulsory Leave
If you are unable to perform your assigned duties due to illness or injury, you may
be placed on compulsory disability leave. Please contact the appropriate Human
Resource Services satellite office with questions about this type of leave.

Military Leave
If you are drafted, volunteer, or are ordered to active military service (not active
duty training), and you present a copy of your official orders to your supervisor, you
will be placed on an extended leave of absence so long as you have not been hired in
a temporary position or on a temporary basis at the University of Florida.

This military leave period will begin with the date of your induction to active duty and
end up to one year after the date of your separation from military service. You are
entitled to extended military leave benefits regardless of length of service at the
University of Florida, and this benefit extends to active duty with any branch of the
Army, Air Force, Navy, Marine Corps, Coast Guard, or National Guard of the state of
Florida.

Your first 30 calendar days of military leave will be with full pay and will not affect
your vacation or sick leave balances. However, the remainder of military leave will be
without pay unless you elect to use accumulated leave to cover financial obligations.
(Please see the "Extended Leave" section for additional information.) Leave payment
for the first 30 days can be made only upon receipt of evidence from an appropriate
military authority stating that 30 days of military service have been completed.
Employees called to active duty who earn more at UF than in the military may be










eligible for supplemental pay while on military leave. Seniority, promotional status,
and unused leave credits will be returned to you upon your return to university
employment. To be eligible for these benefits, you must enter the service within 30
days after your last day on the payroll. If you choose to use your leave
intermittently, you may have continued insurance coverage; please contact
University Benefits at 392-2HRS, or benefits@ufl.edu for details.

For information about military training, please see the "Short-Term Military Training"
section.











University Benefits


Your benefits can represent a significant portion of your overall compensation, based
on the elections you've made. As your employer, the University of Florida picks up a
large percentage of the overall cost of insurances, particularly health and basic life,
resulting in lower premiums.

A variety of other supplemental plans, which are strictly employee-paid, are also
available. New TEAMS employees may attend a Group Benefits Enrollment session to
complete paperwork necessary to enroll in benefits. If you choose to enroll in the
benefits plans available to you, you must do so within 60 calendar days of your
date of hire. If you miss this 60-day window, you will not be able to enroll in benefits
until the fall open enrollment period. You may change or add benefits when you
experience a qualifying status change event so long as the change is consistent with
the event and the paperwork for the change is submitted to the University Benefits
and Retirement and Retirement office within 31 calendar days of the event.

An overview of the various plans available is provided below. More detailed
information, such as premium rates, dependent coverage, and additional benefits
and options for any of the following plans, is available by contacting University
Benefits and Retirement at 392-2HRS, or benefits@ufl.edu, or your Human Resource
Services satellite office. A detailed outline of available benefits, including a benefits
worksheet and tutorial to assist you with your selections also is provided in the
Benefits section of our web site found at www.hr.ufl.edu/benefits.

Health Coverage
Employees may select from five health plan options: the state's PPO or HMO plans,
the Health Investor PPO or HMO plans (as of 2007), or the Tricare Supplement. The
university contributes a percent of the cost for health insurance for single- or family-
coverage. If you are part-time, your premium will be prorated based on your FTE.

State Employees' PPO Plan
The State Employees' PPO Plan offers a choice of either individual or family coverage.
This plan gives you worldwide coverage but has deductibles and co-payments.
Premium rates are listed in the benefits materials given to you in new employee
orientation and on our web site. The plan does not pay benefits for pre-existing
conditions that would otherwise be considered a covered service until:

You have been employed for 12 months--or 365 days--if you enroll as a new
hire, or
Your coverage has been effective for 12 months--365 days--if you added
coverage during the annual open enrollment period or because of a status
change (qualifying event) or a special enrollment period.

The pre-existing condition may be waived if an employee can provide a certificate of
12 months' creditable coverage with a prior employer and show there has not been a
break in coverage of more than 63 days prior to employment with UF.

Employees enrolled in the State Employees' PPO Plan will have lower co-payments
and deductibles when treated by a preferred provider organization (PPO) than a non-









PPO. After enrolling in the plan, you will receive member cards along with provider
information.

Health Maintenance Organizations
In addition to the statewide State Employees' PPO Plan described above, a variety of
Health Maintenance Organizations (HMOs) offering individual or family coverage are
available in many counties throughout the state. HMOs are self-administered, pre-
paid health plans that provide health services to people who live or work within each
HMO's service area. Most HMOs provide limited or no coverage for services outside
their service area except in the case of life- or limb-threatening emergencies. HMOs
have co-payments but no deductibles.

HMOs are designed to deliver excellent health care within a well-defined area. Out-
of-pocket costs associated with HMOs are sometimes, but not always, less than
those of a traditional health plan. For additional information regarding HMOs,
including counties covered, please refer to the brochures given to you in orientation
or visit the Benefits of Employment section of our web site at
http://www.hr.ufl.edu/benefits for links to HMOs.

Health Investor HMO or PPO
Available beginning in 2006, employees may elect to enroll in the state's new Health
Investor Plan (HIP) by selecting the HMO or PPO plan. Both plans offer single- or
family-coverage. The HIP PPO and HMO both cover the same medical services and
supplies as the state's traditional PPO and HMO plans. With the HIP, employees have
lower monthly premiums and the ability to open a Health Savings Account (HSA). In
return for lower premiums, employees pay higher deductibles and a percentage of
health care costs, rather than co-payments required by traditional plans. To help
offset the costs, in 2006 the state will contribute a tax-free contribution to an
employee's HSA of up to $500 for individual coverage and $1,000 for family
coverage. Employees may also add their own pre-tax contributions to the state's for
an annual contribution total of no more than $1,250 for individual plans and $2,500
for family plans, which coincide directly to the deductibles in the plan.

Tricare Supplement
Employees who have returned from one of the uniformed services and are eligible for
the federal Tricare health insurance may also be eligible for the Tricare Supplement
plan available under the State Group Health Insurance program. The plan is offered
at no cost to eligible employees, with the state funding all of the supplement's
premiums. The supplement provides coverage for certain expenses not covered by
Tricare. Participants will be responsible for ensuring their own Tricare eligibility and
enrollment. Covered benefits and dependant eligibility differ from the provisions of
the state's PPO and HMO plans.

GatorGradCare
GatorGradCare covers the total cost of individual health insurance provided for
eligible graduate students.

Note: If the eligible graduate student is paid from grants and/or auxiliaries, funding
for the individual plan cost will come from those resources.

Graduate students (TA or RA) may choose to cover a spouse, partner, or child. The
dependent premium must be taken through payroll deduction.










Graduate students on a Fellowship may choose to cover a spouse, partner, or child.
There is no payroll deduction option for graduate students on a Fellowship
appointment as has been the current practice. The dependent premium must be paid
directly to the vendor by the student.

Eligibility
University of Florida graduate students on an appointment as a graduate assistant,
teaching assistant, or research assistant may participate in the GatorGradCare
Health Plan. To be eligible, University of Florida graduate students must be enrolled
in a graduate degree program, on an appointment through the University of Florida,
and appropriately registered and appointed 0.25 FTE (full-time equivalent) or greater
for a particular semester. University of Florida graduate students on a Fellowship
appointment and appropriately registered, are also eligible to participate. There is no
FTE requirement for graduate students on a Fellowship appointment. Criteria for
appropriate registration can be found in the Registration Requirements section of the
Graduate Catalog.

Additional Information and the GatorGradCare brochure can be found on the
GatorGradCare web page at
http://www. hr.ufl.edu/benefits/qatorqaradcare/default.asp

Contact Information:
GA Benefits Office
Phone: 352-392-0003
Fax: 352-846-1854
Email: gabenefits@admin.ufl.edu

Spouse Program
Employees with spouses who work for any state of Florida agency (including the
University of Florida) are eligible to enroll in the health insurance spouse program.
The spouse program combines the state's matching portion of each member's
insurance premium, which in turn has the effect of providing health insurance at no
cost to these employees so long as both are appointed full-time.

When one spouse terminates employment with the state of Florida, the remaining
employee must drop the spouse program by visiting University Benefits and
Retirement or his or her Human Resource Services satellite office within 31 days of
the event. The employee may either terminate health coverage completely or
convert to family or individual coverage.

Life Insurance
State of Florida Group Life Insurance: Basic
As a USPS or TEAMS employee, you are eligible to participate in the basic State of
Florida Group Life Insurance plan, which is a level term insurance. Coverage amount
is equal to 11/2 times your salary. The university pays 80 percent of your premium,
based upon your FTE. This insurance is for the employee only--dependents are not
eligible.

State of Florida Group Life Insurance: Optional
Employees are eligible to purchase one to five times their salary as part of this state
of Florida-sponsored supplemental life insurance plan. Employees may choose this
plan during their first 60 days of employment without evidence of insurability.









Employees pay 100 percent of the premium--dependents are not eligible to
participate. Please note: This is the only post-tax state-sponsored benefit available
to UF employees.

University Term Life Insurance
This level-term life insurance program is available to all USPS and TEAMS employees
with at least a .50 FTE. As a new employee, you may purchase up to $100,000 of life
insurance for yourself, up to $50,000 for your spouse, and up to $25,000 for your
children. Under no circumstances may a dependent be covered for more than half of
the amount of the employee's coverage.

In succeeding years during open enrollment and without evidence of insurability, you
may apply to purchase $10,000 of additional insurance for yourself and $5,000 for
dependents. Requests for additional coverage may be submitted at any time along
with a medical application. There is no limit on the amount of insurance available.
Although this coverage may be increased only during open enrollment, it may be
decreased or cancelled at any time.

Individual Whole Life Insurance
This insurance is available to all USPS and TEAMS employees with at least .50 FTE.
The cost is determined by age and the amount of coverage. This insurance is
permanent coverage, and the premium will never increase. New employees are
eligible on a simplified issue basis up to $100,000 of coverage, not to exceed three
times their salary. Coverage for spouse and children is available.

A medical application is required for amounts over the maximum guarantee issue
and after the initial guarantee offer. The policy builds cash value, is individually
owned, and is portable. Call The Elan Group at (800) 476-3801 for more information
or an appointment.

Supplemental Insurance Coverage
All premiums for state-sponsored supplemental insurance plans must be deducted on
a pre-tax basis.

Cancer Plans
Several coverage-level options are available. An individual must be cancer-free to
enroll, and the amount of coverage varies with the plan selected. Every plan has a
first occurrence benefit, which is a lump-sum payment made directly to the insured
at the time cancer is diagnosed. This plan also helps pay toward the cost of
transportation and family lodging--two major expenses that are not covered by
primary health insurance.

Dental Coverage
Several coverage options are currently available, offering pre-paid or indemnity plan
options. Pre-paid plans generally have lower premiums, no deductibles, and no pre-
existing condition clauses, but you must choose a dentist on the plan. Indemnity
plans have deductibles, but you may go to a dentist of your choice.

Please note: The University of Florida offers a post-tax dental coverage plan. Please
see details below under Other Insurances.









Hospital Expense Supplemental Plans
Several supplemental hospitalization insurance plan options are available and provide
benefits to fill the gap between what health insurance pays and what the hospital
charges. These charges include hospital deductions, room and board charges, co-
payments, and any special fees.

Short-Term Disability Insurance
This basic plan pays from the very first day of disability up to two years. The amount
of total disability benefit may be designed to fit your needs.

Florida Flexible Benefits Plan
All TEAMS and USPS employees paid from salary sources are eligible to participate in
the Florida Flexible Benefits Plan. This plan has five components:

1. The pre-tax premium plan deducts premium payments from your salary
before social security and income taxation. University of Florida employees
are enrolled automatically into this plan when they participate in any of the
state group health or life insurance plans. Employees who do not wish to have
health and life insurance premiums paid on a pre-tax basis must sign a waiver
each year to "opt out" of this benefit.

2. By participating in a medical reimbursement account (MRA), you may pay
certain medical expenses with tax-free dollars. If you participate, you will
deposit a certain amount of money into an account based on the amount you
expect to spend on medical expenses not covered by insurance. The money is
deducted automatically from your paycheck in equal installments 24 times a
year for 12-month employees or 16 times for 9- or 10-month employees
before taxes are computed.

When you pay a medical expense that qualifies for reimbursement, you
submit a claim to the People First Service Center along with proof of the
expense. After review, the state sends you a reimbursement check. Thus, you
ultimately pay certain medical expenses, such as eye glasses, prescriptions,
health and dental deductibles, and co-payments, with money that is not taxed
because it is never reported as income. The catch here is that you must use
all the money deposited into your reimbursement account by the last day of
the calendar year; otherwise, you will lose it.

3. Employees enrolled in a Health Investor plan are eligible for a Health Savings
Account (HSA) to pay for eligible medical expenses with pre- or post-tax
dollars. Account balances carry forward from year to year and earn interest.
HSAs are portable, meaning employees may take the account with them after
terminating employment with UF. Employees enrolled in an HSA will receive a
monthly employer contribution into their accounts of $41.66 (individual plans)
or $83.33 (family plans) up to an annual contribution of $500 or $1,000,
respectively, for the 2006 plan year. Employees may also elect to contribute
their own pre-tax dollars into these accounts.

4. Limited-Purpose Medical Reimbursement Accounts will be offered in 2006.
Employees who elect to participate in the Health Investor HMO or PPO with an
HSA will be eligible to enroll in a Limited Medical Reimbursement Account.
Expenses eligible for reimbursement under the account include dental, vision,










and preventative services. Like the MRA, funds contributed to the account
must be used by the end of the calendar year or they will be forfeited. This
account is intended to be a supplement to the HSA because employees
enrolled in an HSA are not eligible to have a traditional MRA.

5. A dependent daycare reimbursement account works in the same manner as
does the medical reimbursement account. This account allows you to pay
daycare expenses with tax-free dollars. Again, money deposited into this
account must be used by the calendar year-end, or it will be lost.

Other Insurances
Direct-Assignment/Reimbursement Dental (Eagles)
This plan, sponsored by UF, offers flexibility to choose your own dentist and
reimburses dental care by cost of benefit rather than by procedure. Unlike the state-
sponsored pre-tax dental plans, this plan offers options for dental coverage on a
post-tax basis. The payment schedule is straightforward and enrollees may visit any
licensed U.S. dentist. New employees are eligible to enroll in this plan only during
the fall open enrollment period.

Long-Term Care Insurance
This insurance is available to all USPS and TEAMS employees with at least a .50 FTE
and their spouses. In addition, parents and grandparents of both the employee and
his or her spouse are eligible to enroll via medical application. Long-term care
insurance provides coverage for extended care for a chronic illness or disabling
condition. Care may be provided in the home, a community-based facility, or an
institution.

Long-Term Disability Insurance
All employees with FTEs of at least .50 may participate in long-term disability
insurance, which provides a lifetime partial income in the event of disability.
Employees may elect either a 30-day or a 90-day elimination period during which
benefits will become payable under the plan. This income benefit is tax-free and can
help maintain an income source in the event of a disability.

Personal Accident Insurance/Accidental Death and Accidental
Dismemberment
This plan provides 24-hour, worldwide coverage for you and your dependents for
accidental death and dismemberment. Various coverage limits are available.

Accident Insurance
You are paid regardless of any other insurance you may have, including workers'
compensation, hospitalization, vacation leave, or sick leave. Benefits are paid directly
to you unless you specify otherwise.

Qualifying Status Change Events
As a result of participation in the Florida flexible benefits plan, which means that
premiums are taken on a pre-tax basis, employees may make changes to their
benefits only within the first 31 calendar days of a qualifying status change
event or during a scheduled open enrollment. Changes made to insurance because
of a qualifying status change event must be in keeping with the event.









A qualifying status change event is a major change in family or employment status,
including marriage or divorce; the death of a spouse or dependent; the birth,
adoption, or legal guardianship of a child; a spouse's employment or termination of
employment; your unpaid leave of absence or that of your spouse; a change from
full- to part-time employment for you or your spouse; a change in health coverage
attributable to your spouse's employment; and a change in a dependent's eligibility.

Other Benefits
Automobile and Homeowners Insurance
You may purchase automobile and homeowners insurance under a contract between
the university and a major insurance carrier that serves large employee groups.
Information regarding the company and its agent may be obtained from University
Benefits and Retirement, your Human Resource Services satellite office, or the
Benefits of Employment section of our web site at http://www.hr.ufl.edu/benefits.
Although this is not a group plan, payment of premiums may be handled through
payroll deductions.

Discounts to Florida Attractions
As a benefit of your employment, you are eligible to receive discount cards for Busch
Gardens and Sea World. Employees may obtain these cards by visiting University
Benefits and Retirement or their Human Resource Services satellite office.











University Retirement


University Retirement Benefits
University of Florida retirement plans are administered by the State of Florida for our
regularly established positions: TEAMS-A, USPS, or TEAMS-U. Eligibility
for your retirement plan is dependent up on your position.

FRS Pension Plan (FPP)
All employees are eligible to participate in the Florida Pension Plan (FPP). This is a
defined benefit plan in which all contributions are made by the University of Florida.
The plan has been non-contributory for members since 1975.

If you participate in the FPP, you will have vested rights in the retirement system
after six years of service, and you may retire at age 62 with full benefits or at an
earlier age with reduced benefits. Annual benefits are calculated on an average of
your best five years of earnings multiplied by a percentage factor (listed below) that
is based on your age or years of service with the state. Thirty years of service also
will give you full benefits upon retirement, regardless of your age.

The following factors apply to FRS benefits:

1.60% Age 62 or 30 years of service at time of retirement
1.63% Age 63 or 31 years of service at time of retirement
1.65% Age 64 or 32 years of service at time of retirement
1.68% Age 65 + or 33 + years of service at time of retirement

The FPP includes provisions for retirement income, disability income, credit for
wartime military service prior to state employment if employed before January 1,
1987, beneficiary options, and 3 percent annual cost of living increases. You may
wish to supplement these provisions by considering the various tax-deferred
annuities and after-tax Roth 403(b) plan available through University of Florida
payroll deduction (see the "Tax-Deferred Annuities" and "Roth 403(b)"section of this
handbook for more information).

If you leave state employment, regardless of your length of service, you may receive
a full refund of your contributions made prior to January 1, 1975. You may, however,
choose to leave your contributions in your account and retain your retirement credits
in case you are reemployed with an FRS employer at a later date.

Any previous FRS service will be credited to you immediately upon reemployment.
Upon returning to work, you may purchase prior service credit for which you
previously received a refund. This amount is based on a percentage of your annual
salary and would include interest compounded annually.

Employees who plan to retire should contact University Benefits and Retirement at
least 90 days prior to their anticipated retirement date to begin the application
process to receive benefits.









Employees participating in the Florida Pension Plan will be eligible for benefits under
social security coverage.

For more information, please contact University Benefits and Retirement at 392-
2HRS, or retirement@ufl.edu.

Deferred Retirement Option Program (DROP)
Effective July 1, 1998, the Florida Retirement System (FRS) benefits were enhanced
to provide additional choices for employees upon reaching normal retirement age,
age 62, or 30 years of service at any age.* (Special Risk normal retirement date is
age 55, or 25 years of special risk service, whichever comes first.) Participating
employees may retire and have their FRS benefits accumulate in DROP and earn
interest while continuing to work for a FRS employer up to five years. When the
designated DROP period ends, the employee must terminate employment. He or she
will receive payment of the accumulated DROP benefits, and then monthly FRS
retirement pension benefits will begin.

*A few exceptions exist to the normal retirement eligibility criteria outlined above.
The exception that occurs most frequently involves employees completing 30 years
of service before reaching age 57. When this happens, they may defer DROP until
they reach age 57; then, at age 57, the 12-month window begins. Another exception
to the standard regulation applies when an employee has gained 30 or more years of
creditable service only from buying back eligible prior service and/or military time. In
this instance, they can defer enrolling in DROP until they have completed 30 years of
actual service and are at least 57 years old.

Employees who meet either of the above exceptions may defer participating in DROP
until they naturally reach normal eligibility. Then, upon reaching the normal eligibility
criteria, they have 12 months in which to decide whether to participate in DROP.
After the 12 months from date of normal eligibility have passed, employees no
longer are eligible to enroll in DROP. Employees covered by Special Risk should
contact University Benefits and Retirement for exceptions.

Several options are available for cashing out accrued annual leave when entering
DROP. For details, please visit the Retirement Special Pay Plan section of the
Retirement web site or contact University Benefits and Retirement. Because DROP is
complex, you are encouraged to schedule a one-on-one retirement counseling
session with a university retirement specialist. To do so, contact University Benefits
and Retirement at 392-2HRS, or retirement@ufl.edu.

Optional Retirement Program (ORP)
Certain TEAMS employees may choose instead to participate in the Optional
Retirement Program-or the ORP. With this plan, the university will contribute a
percentage of your earnings so that you may purchase an annuity for your
retirement. Regardless of your length of service, you will receive a lifetime monthly
annuity income at retirement that will be based on the amount of funds contributed,
the investment earnings of those funds, and the type of annuity that you have
selected. In the ORP, you are vested immediately.

Employees participating in the ORP will be eligible for benefits under social security
coverage.










Florida Retirement System Investment Plan
Exempt and non-exempt employees may choose instead to participate in the FRS
Investment Plan (FIP), also known as the Public Employees Optional Retirement
Program (PEORP). The plan is a defined contribution pension where the employer
contributes a percentage of the employee's salary into an annuity on a biweekly
basis. Pension benefits are determined by the amount in an employee's account at
the time of retirement. Employees have until the end of the fifth month after
appointment to enroll. There is also the opportunity to make a second chance
election to participate in the FIP. Visit http://www.mvfrs.com, or call the toll-free
help line at 1-866-446-9377 for more information about this option.

Employees participating in the FIP are also eligible for benefits under social security
coverage.

Tax-Deferred Annuities
As a University of Florida employee, you may purchase fixed, variable, flexible, or
investment annuities from several companies by payroll deduction. These 403(b) and
457 tax-sheltered annuities result in a tax deferment for you because the dollars put
into the program, as well as interest or other earnings, are not taxed until you
receive them. To achieve maximum benefit, this program should be considered only
for long-term saving, including retirement planning. If you choose to participate in
403(b) and/or 457 plans, you will need to review your deductions each calendar year
to ensure that they do not exceed the maximum limits allowed by the IRS. Your tax-
sheltered annuity company is available to assist you with these calculations.

Roth 403(b) Post-tax Salary Deferral
The Roth 403(b) plan allows you to pay taxes as contributions are made; you will not
lower your taxable income for the contribution year. However, tax-free treatment will
be applied to contributions and all earnings for a qualified distribution. For details,
please visit the Roth 403(b) section of the Retirement web site or contact University
Benefits and Retirement.

LifePlans Programs
Each fall and spring, University Benefits and Retirement sponsors LifePlans-a series
of programs offered free of charge and open to all university employees. LifePlans is
designed to help you set financial objectives and create a plan to ensure you reach
them. Contact University Benefits and Retirement at 392-2HRS, or
retirement@ufl.edu, or visit the Employee Training section of our web site for a
schedule and program descriptions.











Employee Relations


Human Resource Services Satellite Offices
The Employee Relations section of Human Resource Services encourages and
promotes a positive working relationship among university employees through the
efforts of its satellite offices located in the Health Science Center, Institute of Food
and Agricultural Sciences (IFAS), and Physical Plant Division (PPD).

These offices provide a comprehensive, service-oriented employee relations agenda.
This involves assistance with performance appraisals, disciplinary actions,
grievances, and appeals. Additional services include an employee medical evaluation
program, employment and classification information, career counseling sessions,
layoff coordination, exit interviews, and the probationary employee follow-up
program. Employee Relations also provides new employee orientation as well as
payroll and benefits sign-up.

Employee Assistance Program
The Employee Assistance Program is available free of charge to all University of
Florida faculty and staff--including OPS. The purpose of the EAP is to promote,
maintain, and support a positive and productive workplace. The EAP provides a wide
range of services including individual employee evaluation and referral, consultation
services for supervisors, workshops and training sessions, and support groups.

Up to three visits for individual consultation are available by calling the EAP at 392-
5787 to schedule an appointment. These confidential sessions are provided by
licensed mental health professionals employed by the University of Florida. If
additional counseling is necessary, EAP professionals will refer employees to
community providers and agencies that accept university health insurance or charge
fees based on income level.

The EAP is administered by the Student Health Care Center's Student Mental Health
Service and is housed in Room 242 of the Infirmary Building. The EAP entrance is
separate from the student entrance thus providing employees a private setting. The
contact you have with the EAP will remain confidential.

For more information or to schedule an appointment, please contact the EAP Office
at 392-5787.

Standards for Performance and Conduct: USPS
The University of Florida encourages all staff members to contribute to a positive and
productive environment in which to work and learn. With this in mind, the university
has established Standards for Performance and Conduct. These standards seek to
help administrators, supervisors, and employees understand and interpret the
university's expectations of its work force. Questions about performance and conduct
standards should be directed to the appropriate Human Resource Services satellite
office. Consultation services also are available.

While the majority of university employees never need discipline, exceptions do
occur. Disciplinary actions may include oral reprimands, written reprimands,









suspensions, and dismissals, depending on the severity of the offense. Management,
in accordance with applicable policy, has the discretion to determine the degree of
discipline to administer for a particular offense.

The university's Standards for Performance and Conduct shall govern the manner
and extent to which disciplinary action is taken, except that greater or lesser
penalties may be imposed depending upon the seriousness of the offense and any
aggravating or mitigating circumstances or as otherwise required by law.

To ensure equity in disciplinary action, the following categories act as guidelines for
the university administrator and supervisor: unsatisfactory attendance; misconduct;
negligence; and violation of provision of law, university regulation, or departmental
policy, procedure, or practice that is verbal, written, or understood. The university
also reserves the right to consider other discipline-related offenses collectively when
in the best interest of the University of Florida. As a result, we all benefit from
stronger employer-employee relationships at the University of Florida.

For additional information about disciplinary issues, please refer to university
regulations or consult your supervisor or local Human Resource Services satellite
office. Off-the-job offenses of habitual drunkenness or drug addiction or conviction of
any crime other than minor traffic violations also may result in disciplinary action.

In instances where regulations conflict with policies and procedures as outlined in
this handbook, please contact a Human Resource Services satellite office or other
appropriate section in Human Resource Services.

Standards for Performance and Conduct: TEAMS
The appointment of a TEAMS employee may be terminated or suspended with or
without pay for just cause, except that lesser penalties may be imposed depending
upon the seriousness of the offense and any aggravating or mitigating circumstances
or as otherwise required by law. Just cause is defined as incompetence; misconduct,
whether on or off the job; unsatisfactory performance of assigned duties; or
unsatisfactory attendance.

Management, in accordance with applicable policy, has the discretion to determine
the degree of discipline to administer for a particular offense. Disciplinary actions
may include oral reprimands, written reprimands, suspensions, and dismissals,
depending on the severity of the offense.

Right of Appeal
The university does not approve arbitrary action and strives to ensure each
disciplinary action is for just cause. Therefore, all USPS employees with permanent
status and TEAMS employees have the right to appeal some disciplinary actions to an
arbitrator.

You will be provided your notice of appeal rights as well as any appeal forms should
an appealable action affect you.

Grievance Procedures
Because the University of Florida encourages informal resolution of grievances and
complaints, your immediate supervisor is available to help you resolve any work-









related concerns or misunderstandings. Should this type of informal resolution be
unsuccessful, you may choose to initiate a formal grievance or complaint. USPS and
TEAMS employees have different procedures; therefore, please contact your Human
Resource Services satellite office for assistance.

Layoff: USPS
A USPS layoff is defined as a termination of employment due to abolishment of
positions caused by a shortage of funds or work or a material change in the duties or
organization of the university. The layoff of a USPS employee is a serious action that
has significant impact on an employee. Therefore, great care must be taken to
ensure that due process and proper procedures are recognized and followed. Under
no circumstances is a layoff to be considered a disciplinary action.

USPS employees with permanent status in any USPS classification have extensive
rights relative to layoff. These rights, in turn, can affect other USPS employees
and/or positions, either in the same or different department, college, or vice-
presidential area. This requires careful planning of the layoff action prior to
communication with an employee who may be affected. Employee Relations
representatives must be contacted for assistance with this planning process. At
minimum, a 45 calendar-day notice of layoff is provided.

For one year following his or her layoff, a USPS employee who has not otherwise
been employed in an equivalent UF position will be offered reemployment when a
vacancy occurs or a new position is established in the same classification from which
he or she was laid off, provided the employee meets the realistic qualifications for
the position.

An employee appointed to fill a full- or part-time contract, grant, or auxiliary
position, which has been designated as a time-limited appointment, will not have
layoff rights.

Layoff: TEAMS
A TEAMS staff member may be laid off at any time as a result of adverse financial
circumstances; reallocation of resources; reorganization of degree or curriculum
offerings or requirements; reorganization of academic or administrative structures,
programs, or functions; or curtailment of one or more programs or functions.
A minimum 45 calendar-day notification of layoff will be provided.

An employee appointed to fill a full- or part-time contract, grant, or auxiliary
position, which has been designated as a time-limited appointment, will not have
layoff rights.

Your Personnel File
Your personnel file is kept and maintained by Processing and Records. This file may
contain items such as your application, performance appraisals, deficiency reports,
changes in work or personal status, and any other information pertinent to your job
at the University of Florida. You may review your file by contacting Recruitment and
Staffing at 392-2HRS, or emplovment@ufl.edu. Please provide at least a 24-hour
notice. This office also can provide instructions regarding changes to your name,
address, telephone number, etc.









As a University of Florida employee, all public records, including your personnel file,
shall be made available, upon reasonable request, to any person requesting to
review it. This includes home addresses and phone numbers, as well as education
and employment information. Copies of such documents will be provided upon
request once appropriate payment is received. Exemptions may apply to certain
individuals and their spouses according to current and former employment
classifications. Exempt classifications include law enforcement personnel, firefighters,
judges, and attorneys.

For more information, please contact Recruitment and Staffing at 392-2HRS, or
employment@ufl.edu.

Visa Status
An employee's visa status affects appointment eligibility as well as withholding for
federal, Social Security and Medicare (FICA) taxes. Employees who fail to provide
their departments with copies of their past or current visa documents will be
responsible for paying their respective tax liability. The Foreign National Tax
Information Form and the I-9 must be completed and sent to the University Tax
Services if there is an extension or change of status for the employee. An employee
will not be put on payroll without the report from the University Tax Services.
Employees are encouraged to consult with their own tax advisers concerning their
visa and tax status.











Training and Organizational Development


Training and Organizational Development helps provide employees with opportunities
to learn new skills and polish old ones. Through participation in Training and
Organizational Development's offerings, good employees become even better. In
addition, not only do they come away with improved skills, they also acquire the kind
of confidence in themselves that translates into greater on-the-job efficiency and
productivity.

Because of that, we encourage you to take advantage of an excellent benefit of
University of Florida employment: the university's training agenda, GED preparation,
and online computer courses.

Human Resource Services' training agenda is coordinated by its Training and
Organizational Development section.

Attendance at these training programs typically is counted as time worked.
Employees must get permission from their supervisors to attend these
sessions.
Training programs offered by Human Resource Services are a benefit of
employment. As such, no charge is typically assessed to you or your
department for attendance at these programs.
Organizational development services, including retreat planning and
facilitation, also are available to UF departments. Some fees may apply.

Program schedules usually are announced via a training calendar, which is
distributed to all employees in the spring and fall. A list of program dates, times,
locations, and descriptions also may be found under the Employee Training section of
our web site at http://www.hr.ufl.edu/traininc/default.asp.

Our programs can also be scheduled on-site throughout the university's campus and
off-campus locations per departmental request. For information, visit our web site or
contact Training and Organizational Development at 392-4626, or traininq@ufl.edu.

Managing at UF: The Supervisory Challenge
The Supervisory Challenge is designed to provide University of Florida supervisors,
regardless of level or length of service, with meaningful information about
successfully addressing the ultimate challenge: managing people for peak
performance.

Our Supervisory Challenge series involves two types of training modules: certain
modules are considered core course; others, electives. Employees who are interested
in taking the Supervisory Challenge and working toward certification attend four
established core courses and at least two electives of choice (in any order). There is
no time limit for completion; employees who choose to work toward supervisory
certification may do so at their own pace.

While most programs in the Supervisory Challenge are designed with supervisors in
mind, there are several programs that are appropriate for any interested university
employee. That's why employees who are not supervisors also are invited to attend










any of the Supervisory Challenge courses of interest. Training modules address such
issues as providing feedback; interviewing and hiring; supervisory style; difficult
employee situations; planning, setting priorities, and delegating; and managing
conflict. Additional modules are added as interest and need are identified; please
visit our web site or contact Training and Organizational Development at 392-4626,
or training@ufl.edu for details.

PRO3 Series
The Pro3 Series is a series of workshops and information sessions designed to help
those in administrative positions at UF learn the key information and develop the key
skills they need to be successful. The series involves three certification programs
centered on the three broad areas of administrative work at UF Fiscal
Management, HR and Payroll Management, and Academic Department Support. To
learn more, visit the Pro3 web site at
http://www. hr.ufl.edu/training/pro3/default.asp.

Computer Challenge Workshops
Training and Organizational Development offers a variety of workshops devoted to
computer software skills. Microsoft is one of the products for which training is
available. Please visit the Training and Organizational Development section of our
web site at www.hr.ufl.edu/traininc for the current schedule.

Online Computer Courses
All UF faculty, staff, and students have free access to more than 400 online training
courses on computing topics. Courses range from introductory courses (such as Basic
Computer Literacy, Getting Started on Windows, and Introduction to the Internet) to
advanced topics for technical personnel, programmers, and system administrators
(such as client/server, Microsoft, Novell administration, and certification courses for
Microsoft, Novell, and CISCO). Also available are courses on productivity tools such
as Microsoft Office and Lotus Notes. For more information, visit the NETg
NetSkillVantage Manager at www.netq.ufl.edu.

General Training Programs
Beyond programs offered as part of the Supervisory Challenge, our training agenda
includes workshops that deal with a vast array of subject matter--all designed with
the UF employee in mind! From technical and policy-driven issues at our university
(myUFL systems and PeopleSoft training, for example) to programs dealing with
personal and professional development, you can expect to find a program that is
right for you. Our "Be Your Best" courses are designed to enhance polish, poise, and
perspective. The Business Communication series is devoted to helping employees
learn how to communicate more effectively in a business environment--from basic
grammar to listening skills and more. Writing refreshers also are available.

myUFL Systems Courses
Designed to provide employees with a consistent foundation for using PeopleSoft at
UF, the myUFL hands-on training workshops address topics associated with Human
Resource Services, payroll, financial, and sponsored program modules in
PeopleSoft. All employees who have access to these modules should attend these
workshops, which are offered on a monthly basis. In addition to the hands-on
training sessions, instructional guides and web tutorials are available on certain
topics. Visit the http://www.hr.ufl.edu/training/mvUFL/toolkits/default.asp for these
job aids.









Organizational Development Services
Training and Organizational Development also is available to help you plan
your faculty and staff retreats to help ensure they are focused and productive. Our
professional facilitators can help clarify goals and guide group discussions while
ensuring your retreat stays on track and avoids unnecessary tangents or pitfalls. We
also can work with you to add motivational or experiential elements to your day.
Whether you simply need a session facilitated or need additional help, we can
provide services to meet your needs. Other organizational development services are
available. Some fees may apply; please contact Training and Organizational
Development at traininq@ufl.edu for more information.

Employee Education Program
All full-time TEAMS, USPS, and Academic Personnel employees (some exclusions
apply) who have worked at the university for a minimum of six months are offered
the opportunity to take post-secondary courses. This program is not available to OPS
employees (including graduate assistants, residents, some Academic Personnel
positions, and part-time personnel or employees assigned to temporary, visiting, or
probationary appointments).

The EEP program allows eligible employees to take up to six credits at the University
of Florida each semester, while only TEAMS employees are eligible for expanded
benefits including the ability to take courses at community colleges and vocational
technology institutions. For more information, visit the Education Benefits section of
our web site at For more information, visit the Employee Education Program section
of our web site at http://www.hr.ufl.edu/education/eep/default.asp.

Higher Education Opportunity for Children of Full-Time TEAMS Employees
Each year, Human Resource Services will choose at random, from a pool of eligible
applicants, 50 children of TEAMS employees to participate in this program. For each
child selected, the university will pay the in-state matriculation fees, less any Bright
Futures scholarship award, for a maximum of 132 credit hours toward an
undergraduate degree at the University of Florida or a public community college in
the state over a six-year period. For more information, visit the HEO section of our
web site at http://www.hr.ufl.edu/education/heo/default.asp.










Safety at Work

Workers' Compensation
The university is committed to providing a safe and healthy environment in which
faculty, staff, and students may work and study. The following information is
designed to promote a general understanding of the university's responsibilities
under the state of Florida Workers' Compensation Law. The information provided
does not necessarily have the full effect of the law and/or its regulations.

As a university employee, you will want to practice good safety habits and observe
appropriate precautions at all times for the protection of yourself and others. Even
then, accidents and injuries on the job can happen. If you sustain a work-related
injury, your medical expenses and a portion of your earnings are covered under the
University of Florida workers' compensation program.

Our workers' compensation program is built around an insurance plan provided by
the university and the state of Florida. The plan has two components. First, it pays
for all reasonable and necessary health care expenses if you, as a university
employee, become injured or develop an occupational disease due to work-related
conditions. Second, it provides payment to you for part of the wages you might lose
if any such injury or illness disables you for more than seven calendar days. Workers'
compensation coverage begins the first day you are on the job.

Under the first component, health care is provided through a designated network of
medical and dental care providers. As a university employee, you must use this
network of providers in order for your expenses to be covered. This provider network
ensures that you receive the appropriate medical and dental care should you sustain
a work-related injury or illness. The network also ensures that you receive items
such as medications, braces, crutches, and other medical supplies when prescribed
by a network provider.

Under the second component, if you are unable to work due to your injury, you
generally are entitled to receive a wage benefit equal to approximately 66 2/3
percent of your pre-injury average weekly wage. By law, however, a wage benefit
may not exceed the maximum benefit in effect for the year in which an injury occurs.
Wage benefits basically are determined by combining an employee's total earnings
(plus certain other benefits) for each of the 13 weeks before the injury and then
dividing that total by 13.

The university provides an additional leave benefit to faculty, TEAMS, and USPS
employees who sustain a compensable work-related injury. This leave benefit is
called Workplace Injury Leave (WIL). Workplace Injury Leave should be used only
when a workers' compensation authorized medical care provider documents that an
employee is unable to work due to their compensable injury and/or when a work unit
cannot provide an employee with modified duty work within the employee's medical
restrictions. Eligible full-time employees may use up to 40 hours of WIL during a
fiscal year. If you are not a full-time employee, your WIL benefit is prorated
accordingly.

If you have questions, please contact Workers' Compensation at 392-4940, or
workcomp@ufl.edu.










What to Do If You Are Injured While Performing Your Job


1. Notify your supervisor immediately. You/your supervisor must then contact
the University of Florida Workers' Compensation Office (UFWC) at 392-4940,
or workcomp@ufl.edu. UFWC will complete a First Report of Injury or Illness
form for you. Even if you do not think you need medical care, you should
contact UFWC to discuss your injury.
2. If you require medical attention, contact UFWC prior to going to a medical
care provider. UFWC will assist you in selecting an authorized medical care
provider to treat your injury, thereby insuring that you do not incur any
expenses.
3. Remember to seek treatment only from an authorized medical care provider
and follow all guidelines as set forth in UF's Workers' Compensation Employee
Handbook. If you have any questions, please contact UFWC for guidance.
4. When you arrive at an authorized medical care provider's facility, be prepared
to show proof of identification.
5. Provide both your supervisor and UFWC with medical documentation of your
initial work status and any subsequent changes to it. Your authorized medical
care provider must support, in writing, all injury-related time away from
work.
6. Contact your supervisor daily or according to a schedule established by your
supervisor in order to keep him/her informed about your current work status,
ongoing treatment and prognosis for recovery.
7. Attend all of your scheduled medical appointments. Failure to do so may
result in disciplinary action up to and including termination.
8. Read UF's modified duty program statement. When your authorized medical
care provider releases you to return to work (regardless of your assigned
limitations or restrictions), you must be willing and available to return to the
workplace.

Contact UFWC:

If you are uncertain as to which medical care providers are authorized
providers.
If you are unable to attend a scheduled medical appointment.
For assistance with recording your time and/or leave for doctor appointments,
leaves of absence and when you are receiving workers' compensation salary
replacement benefits.
For assistance if you have concerns related to your claim or require additional
medical attention.
If your work unit does not provide you with modified duty work.

Remember: Absence from work due to a work-related injury or illness will count
toward your Family and Medical Leave Act (FMLA) entitlement as set forth in the Act.

Modified Duty Program
The University of Florida deeply appreciates and values the workplace efforts and
contributions of its employees. As a reflection of that appreciation, the university
created the Workers' Compensation Modified Duty Program in 1994. The purpose of
the program and its statement of policy are to ensure that each injured employee is
provided the opportunity to remain an active and productive member of the









university community. To that end, every effort is made to provide modified duty
work to those employees who sustain a workers' compensation compensable injury.

The policy and provisions of the Modified Duty Program are administered by the UF
Workers' Compensation office (UFWC) and go into effect when an injured employee's
authorized medical care provider assigns physical restrictions to the employee and
then releases that employee to return to work. From that point forward, the
employee must be available to return to work and perform duties identified by the
department that are within the restrictions established by the employee's authorized
medical care provider. Responsibility for ensuring that modified duty work is
provided to injured employees rests with the appropriate chair, director, or vice
president.

The Workers' Compensation Modified Duty Program Policy establishes the following
obligations and limitations on departments and injured employees:


All departments must provide temporary modified duty work to injured
employees. UFWC is available to assist administrators with clarifying,
identifying, and assigning modified duty work in accordance with the written
restrictions provided by the injured employee's authorized medical care
provider
If providing modified duty work causes the injured employee's work unit
difficulty, the Chair, Director, Dean or Vice President may assign the
employee to a different work unit. All costs, however, remain the
responsibility of the injured employee's primary work unit.
Injured employees must perform assigned modified duty work to the best of
their ability within the restrictions established by their authorized medical
care provider. Departments, however, are under no obligation to provide work
to employees who fail to make a good faith effort to perform such work.
Employees who refuse to cooperate with and/or participate in the program
jeopardize their benefits and face discipline up to and including termination.
All modified duty work is of a temporary nature and may not exceed 90
consecutive calendar days from its initial commencement without the
authorization of the Vice President for Human Resource Services. The
obligation to provide modified duty work ends when employees reach
maximum medical improvement (MMI), when up to 90 consecutive calendar
days have passed, or when a department's efforts to assist an employee
prove to be counterproductive.

Human Resource Services is available to assist a department if an employee is
unable to resume the essential functions of his/her regular job once MMI is assigned,
at the conclusion of the modified duty work assignment, or when a department's
efforts to assist an employee prove to be counterproductive.

Equal Employment Opportunity
The University of Florida is committed to nondiscrimination on the basis of race,
color, sexual orientation, marital or veteran status, sex, religion, creed, national
origin, political opinions or affiliations, age, or disability. The policy applies to
students, academic personnel, and staff. It also applies to the university's relations
with contractors and suppliers of goods and services as well as to the use of
university facilities.











The university believes in equal employment opportunity practices that conform to
both the spirit and the letter of all laws against discrimination. To comply with this
commitment to nondiscrimination, equal opportunity, and equity in employment
practices, the university follows the employment procedures set forth in the
university regulations and policies and the university's Affirmative Action Plan.

The University of Florida shall assure each applicant or employee, using both
objective and subjective merit principles (without regard to that person's race, color,
sex, religion, creed, national origin, marital status, political opinions or affiliations, or
age), an equal opportunity in all university practices, programs, policies, and
procedures. This activity includes but is not limited to recruitment, examination,
appointment, training, promotion, demotion, compensation, retention, discipline, and
separation. The University of Florida shall likewise assure equal opportunity/equal
access to any person with disabilities, who is an applicant or employee, with respect
to the employment practices specified above. Equal opportunity is assured unless the
disability involved prevents satisfactory performance of the work required.
Preference in appointment is given to eligible veterans and spouses of veterans, as
protected under the Vietnam Era Veteran's Readjustment Act and Chapter 295,
Florida Statutes.

Any applicant or employee who believes that he or she has been discriminated
against may file a complaint with the Office of Equal Employment Opportunity at 903
West University Avenue, P.O. Box 115010, (352) 392-1075. All complaints shall be
investigated in accordance with the procedures set forth by university regulations
and policies or law.

Reasonable Accommodation
Upon request, the university provides reasonable accommodations to persons with
disabilities. Under the employment provisions (Title I) of the Americans with
Disabilities Act, or ADA (PL 101-336), employers are required to provide "reasonable
accommodation" as a means of overcoming unnecessary barriers that prevent or
restrict employment opportunities for otherwise qualified individuals with disabilities.

The ADA defines a qualified individual with a disability as a person who "satisfies the
requisite skill, experience, education, and other job-related requirements of the
employment position such individual holds or desires and who, with or without
reasonable accommodation, can perform the essential functions of such position."
The term "reasonable accommodation" means a modification or adjustment to the
job, the work environment, or the way things usually are done that enables a
qualified individual with a disability to enjoy an equal employment opportunity.
Essential functions are, by definition, those that the individual who holds the job
would have to perform, with or without reasonable accommodation, in order to be
considered qualified for the position.

It is the policy of the University of Florida to extend reasonable accommodation to
the known limitations of qualified persons with disabilities who are employees or
applicants for employment, in order that these individuals may perform the essential
functions of a position and/or participate in the employment application process. In
general, it is the responsibility of the applicant or employee with a disability to
inform the employer that an accommodation is needed in order for him or her to









participate in the application process, to perform the essential job functions, or to
receive benefits and privileges of employment.

All requests for accommodations will be evaluated on an individual basis to
determine the appropriateness of the request. Moreover, employment opportunities
shall not be denied because of the need to make reasonable accommodations to an
individual's disability. To request a reasonable accommodation, contact your
immediate supervisor and make your request known. At that time, it will be
necessary to complete the "Reasonable Accommodation Based on Disability Request
Form found online at http://www.ada.ufl.edu/services/arf.htm.

If you have questions at any time during the process, you may contact the ADA
Compliance Office, located at EHS Building 179 Newell Drive, PO Box 115055, by e-
mail at osfield@ufl.edu or by telephone at 392-7056 (voice), 846-1046 (TDD). For
more information, visit UF's Americans With Disabilities Act Compliance Office web
site at http://www.ada.ufl.edu.

Identification of Special Needs
Individuals are encouraged to report any special needs to their supervisor and ADA
Office so that they may be protected during emergency procedures. The employee
should make arrangements with his or her department if assistance exiting a building
during an emergency is needed. For more information on emergency evacuation
procedures, go to http://www.ada.ufl.edu.

Medical and Disabled Parking Information
The University of Florida provides special parking to individuals with both temporary
and permanent disabilities. Full-time employees may apply for temporary (30 days
or less) disabled parking passes by submitting a letter from a doctor stating the
nature of the disability and the length of time the pass will be needed. Employees
who qualify for either the permanent or temporary Florida disabled parking placard
(state-issued at county tag agencies) may qualify for a reserved parking space. For
employees utilizing a state-issued disabled parking placard, the appropriate UF decal
will be required to park in one of the lots or garages maintained by UF. The
university issues a disabled decal to employees with either a temporary or
permanent state-issued placard. To apply for the UF disabled decal, contact the
Transportation and Parking Office at 112 Gale Lemerand Drive or call 392-2241. For
more information on disabled parking at the university, visit the ADA web site at
http://www.ada.ufl.edu/services/parkinq.html.

Gator Lift
When called, "Gator Lift" will transport disabled employees and students to and from
their job, classes, or dorm. To schedule a ride for Monday through Friday, 7 a.m. to
4 p.m., call 374-6547, ext. 482, 24 hours in advance if possible, or dial 374-6547
and leave a detailed message for Unit 482.

Florida Relay Service
Persons with speech or hearing impairments may contact the Florida Relay Service
when trying to reach an office that does not list a TDD number. The Florida Relay
Service links the deaf, deaf-blind, the hard of hearing, and speech-impaired to
anyone within the reach of a phone at any time.









To make a call, simply dial 1-800-955-8771 (TDD) or 1-800-955-8770 (voice). For
more information, visit UF's Americans With Disabilities Act Compliance Office web
site at http://www.ada.ufl.edu.

Disability-Related Assistance
For answers to questions about disability-related issues at the University, please
contact the ADA office directly. All communication is confidential. For more
information, either visit the ADA office at 179 Newell Drive (EH&S Building), call 392-
7056, 846-1046 TDD, or e-mail your questions to osfield@ufl.edu.











Policies to Know


Acceptable Use of Computing Resources Policy
All university employees are responsible for understanding their rights and
responsibilities regarding the use of the university's computing resources as well as
the university's policies about their use.

Please take the time to become familiar with the university's policy on the Acceptable
Use of Computing Resources found online at www.it.ufl.edu/policies/aupolicv.html.
For questions regarding this policy, please contact David Pokorney at
dp@nersp.nerdc.ufl.edu or the Office of the General Counsel at cdeal@aa.ufl.edu.

HIV/AIDS Policy
The policy of the University of Florida is to assess the needs of students or
employees with HIV infection on a case-by-case basis. With the permission of the
affected individual (whether student, academic personnel, or staff member), the
Director of the Student Health Care Center will assist in the coordination of resources
and services.

The confidentiality of the individual's HIV status, as well as the individual's welfare, is
respected. Breach of confidentiality of information obtained by a university employee
in an official university capacity may result in disciplinary action.
Based on current medical information concerning risk of infection, the university does
not isolate persons with HIV infection or AIDS from other individuals in the
educational or work setting.

Furthermore, the university supports the continued participation, to the fullest extent
reasonably possible, of these individuals in the campus education/work environment.

It also is the policy of the university to provide education that seeks to prevent the
spread of HIV infection. Those at risk for HIV infection are encouraged to get tested;
those who are infected are urged to seek treatment. With current advances in
HIV/AIDS treatment, early intervention can be crucial to maintaining well-being and
delaying complications of illness.

In keeping with the Americans with Disabilities Act, the university considers
HIV/AIDS to be a disability. Existing support services can be utilized by students or
employees who are disabled by HIV infection or AIDS.

For more information, please contact the official University of Florida resource: the
Director of the Student Health Care Center at 392-1161. You also may contact
Employee Relations at 392-1072, or emprel@ufl.edu, or your Human Resource
Services satellite office for assistance.

Drug-Free Workplace Policy
The University of Florida is committed to providing a campus environment free of the
abuse of alcohol and the illegal use of alcohol and other drugs. To enhance this
commitment, the university has adopted and implemented programs that seek to









prevent the illicit use of drugs and the abuse of alcohol by university community
members.

The unlawful manufacture, distribution, dispensation, possession, or use of a
controlled substance or the unlawful possession and use of alcohol are harmful and
prohibited in and on property owned and controlled by the University of Florida or
any other University of Florida facility. No employee or student is to report to work,
class, or any university activity while under the influence of illegal drugs or alcohol.

The use of alcoholic beverages by members of the University of Florida community is
at all times subject to the alcoholic beverage laws of the state of Florida, applicable
county and city regulations, and the University Alcohol Policy, Regulation 6C1-2.019,
Florida Administrative Code.

The possession and use of controlled drugs by members of the University of Florida
community must at all times be in accordance with the provisions of Florida law, the
regulations of the Board of Education, and the regulations of the University of
Florida.

Under Florida law, no person may possess substances regulated under the provisions
of Chapter 893, Florida Statutes (controlled substances and "designer drugs"), unless
dispensed and used pursuant to prescription or otherwise authorized by law. Sale
and delivery of such substances are prohibited unless authorized by law.

University of Florida Sanctions
Violation of university policies and applicable laws by an employee or student is
grounds for disciplinary action up to and including termination or expulsion in
accordance with applicable University of Florida and Board of Trustees regulations
and/or collective bargaining agreements. Student organizations also may be
sanctioned for violation of these policies and laws. Additionally, a violation may be
reason for evaluation and treatment for a drug- and/or alcohol-use disorder or
referral for prosecution consistent with local, state, and federal criminal law.
Disciplinary action against a student or employee by the university does not preclude
the possibility of criminal charges against that individual. The filing of criminal
charges similarly does not preclude action by the university.

Federal Drug-Free Workplace Act Requirements
The following are required of the university and its employees:

1. An employee shall notify his or her supervisor or other appropriate
management representative of any criminal drug statute conviction for a
violation occurring in the workplace no later than five days after such
conviction.
2. The university shall notify any federal contracting agency within ten days of
having received notice that an employee engaged in the performance of such
contract or grant has had a criminal drug statute conviction for a violation
occurring in the workplace.
3. The university will take appropriate personnel action against any employee
who is convicted for a violation occurring in the workplace or will require the
employee's satisfactory participation in a drug abuse assistance or
rehabilitation program.










Additional Information
Please contact Employee Relations at 392-1072, or emprel@ufl.edu with questions
you may have about university policies and procedures. If your questions are about
academic personnel and academic personnel OPS, including "post-docs," please call
the ADA Office, Academic Affairs, at 392-7056, 846-1046 (TDD). Questions about
students may be directed to Student Affairs at 392-1274 or the Dean of Students
Office at 392-1261. Detailed information about alcohol consumption, the use of
illegal drugs, and the misuse of prescription and other drugs may be obtained by
calling Health Education in the Student Health Care Center at 392-1161.

Please note: There are certain types of jobs at the University of Florida that may
require pre-employment and other forms of alcohol and drug testing. Please contact
the university's CMVO Drug Testing Program Office by contacting 392-4940, or
workcomp@ufl.edu.

Fraudulent or Other Wrongful Acts Policy
Staff and academic personnel with a reasonable basis for believing fraudulent or
wrongful acts have occurred have a responsibility to report such incidents to the
Office of Audit and Compliance Review (OACR) and should not confront the
individuals who may be investigated. Employees also should not initiate
investigations on their own because such actions can compromise any ensuing
investigations. The OACR will work in consultation with Human Resource Services,
university administrators, law enforcement personnel when appropriate, and other
levels of management in instances where fraud, including workers' compensation
fraud, or other wrongful acts are suspected. This office also is available to assist with
ensuring proper internal controls are in place.

In those instances where the OACR's investigation indicates the probability of
criminal activity, the investigation will be turned over to the university police or other
appropriate law enforcement agency. An investigation will be completed
expeditiously but always in a thorough manner and in accordance with established
procedures. It is the duty of all employees to cooperate fully with those performing
an investigation pursuant to this policy. The constitutional rights of those involved
always will be observed. When appropriate, the results of an investigation conducted
by the OACR will be communicated in a written report to the appropriate university
administrators and to the president of the university.

Employees found to have participated in fraudulent or other wrongful acts will be
subject to disciplinary action, up to and including termination of employment and
prosecution if appropriate. Human Resource Services is available to assist with
disciplinary matters involving TEAMS and USPS employees and should be consulted
prior to taking such actions. Individuals who report suspected fraudulent or other
wrongful acts under Section 112.3187, Florida Statutes (Whistle Blower's Law), and
those cooperating with the ensuing investigation will be protected from retaliatory
actions.

Sexual Harassment Policy
The University of Florida is committed to maintaining a safe and comfortable
workplace and academic environment. Our sexual harassment policy is available in
the Office of Human Resource Services and its web site at
http://www.hr.ufl.edu/eeo. The Office of Human Resource Services provides several









sexual harassment seminars each semester for employees and students. Sexual
harassment of employees, students, or visitors will not be tolerated by the
university.

Sexual harassment occurs in a variety of situations that tend to share a
commonality: the inappropriate introduction of sexual activities or comments in a
situation where sex would otherwise be irrelevant. Sexual harassment is a form of
sex discrimination and a violation of state and federal laws as well as of the policies
and regulations of the university.

The university's policy is to protect all members of the community from sexual
harassment. As a result, the responsibility for reporting incidents of sexual
harassment also must rest with all members of the university community. Any
employee or student who has knowledge of sexual harassment is encouraged to
report it to the Director of Equal Employment Opportunity. Employees with
supervisory responsibility who have knowledge of sexual harassment are required to
report the matter directly to a university official. Any co-worker or student who has
knowledge of sexual harassment is strongly encouraged to report it promptly. It is
the university's goal to process complaints of harassment in a prompt and responsive
manner to enable appropriate corrective action.

Call the Equal Employment Opportunity Office at 392-1075 with your questions or
concerns about sexual harassment, including information about reporting
procedures, or attend a sexual harassment seminar sponsored by Human Resources
Services. To register, visit Training and Organizational Development's web site at
http ://www.hr.ufl.edu/traininq/default.asp.

Software Copyright Policy
The principles for using and managing software are derived from U.S. copyright law,
the Florida Computer Crimes Act, and legal agreements in the form of licenses and
purchase agreements. That foundation makes the University of Florida's basic policy
governing software clear:

All academic personnel, staff, and students of the university are required and
expected to obey the laws and legal agreements governing software use. Failure to
do so can lead to monetary damages and/or criminal penalties for the individual
violator. Because such violations also are against university policies and regulations,
disciplinary action will be taken as appropriate. The software copyright policy is
provided on the basis of endorsement by the Council on Information Technologies
and Services (May 12, 1994).

Guidelines for following this policy can be found at UF's Software Copyright Policy,
Guidelines, and Training Materials web site at http://pirate.ifas.ufl.edu.

Workplace Violence Policy
As a part of the University of Florida's goal to maintain a safe and comfortable
workplace and academic setting, the university has established standards of conduct
that cover every member of our community. Specifically, violent acts, threats (direct
or implied), unlawful harassment, verbal or physical abuse, stalking, intimidation,
and other disruptive behavior will not be tolerated and will result in appropriate
university response including disciplinary action and criminal prosecution.









As further support of this commitment, the university has established a three-tiered
program that focuses on prevention, threat management and related behavioral
issues, and crisis intervention. Follow the link below to read this policy, which
includes insight as to steps to take under certain circumstances and resource contact
information.

Safety and security are personal and shared responsibilities. While all supervisors
and administrators are called on to report inappropriate behavior immediately, the
collective involvement of every member of the university community is important
and appreciated.

For more information regarding this policy and related material, read UF's Workplace
Violence Policy Statement found online at
http://www.hr.ufl.edu/emp relations/policy/workplace-violence.asp

Health Insurance Portability and Accountability Act (HIPAA)
The Health Insurance Portability and Accountability Act (HIPAA) is federal legislation
designed to limit gaps in health insurance coverage and to improve the privacy of
personal health information. Compliance with HIPAA at UF involves completing one
or more required training courses and signing a confidentiality agreement. UF's
HIPAA Privacy Officer is responsible for tracking this information.

Full HIPAA compliance by all members of the workforce at UF helps ensure that
patients and their families have the privacy of their health information protected.
HIPAA regulations set tight boundaries on the use and release of health records and
give patients more control over and access to their health information, enabling
them to find out how their information may be used, and about certain disclosures of
their information that have been made.

HIPAA regulations provide clear standards for protecting personal health information,
including billing records and fund transfers, recorded or transmitted via paper, e-
mail, computers, and/or telephone. They also prohibit individuals from looking into
patient records without a well-defined professional reason and place limitations on
who can access such records. Clinical departments and units performing HIPAA-
related business operations must make sure all of their systems, security measures,
and procedures meet HIPAA requirements. HIPAA includes both civil and criminal
penalties for those who violate patients' privacy rights. Additionally, if you are found
to be in violation of this law, appropriate disciplinary action may be taken by UF up
to and including dismissal.

For further information about HIPAA, visit the UF Privacy web site at
http://privacv.health.ufl.edu/ or contact the Privacy Office at 273-5094.






















































Should any portion of this handbook be found unenforceable and deemed invalid,
such finding shall not invalidate the entire handbook, but only the subject provision.
Please also consult the established University of Florida Regulations and Policies
http://www.generalcounsel.ufl.edu/regulations (Chapter 6C1, Florida Administrative
Code), your individual notice of appointment, and documents in your personnel file.

This publication is available online at http://www.hr.ufl.edu/policies/default.asp and
in alternative format upon request. 2008 HRS.




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