A&P and USPS
-F UNIVERSITY OF
- VI ICHII~ I C-
Fro Presde.. pe
From the President ........................................ page 5
General Information .................................................................. page 6
A&P and USPS Pay Plans ....................................... page 6
Continuous State Service ................................... ................... page 7
Outside Employment and Conflict of Interest............................. page 7
Pay ........................................ ............ .. page 8
Paydays and Paychecks ...................................... page 9
D ress Code .................................. ............................ ....... page 10
SUNCOM ........................................................... page 10
UF Campus Directory ....................................... page 10
A&P Employment .................................................. .............. page 11
Job Security ........................................................... page 11
Salary Increases ....................................... .................... page 11
Special Pay Increases .......................................... page 12
Bonus Pay Provision ....................................... page 12
Tim e W worked ............................... ........................... page 12
USPS Employment ................................................................ page 13
Attendance ........................................... ................... page 13
Lunch ........................................................... page 14
Rest Periods.............................................. page 14
W ork Hours...................... ........ ................. page 14
Conditions of USPS Employment................................................ page 15
Non-Exempt and Exempt Status ........................ .................... page 15
Probationary Period and Status .................... .................... page 15
Tim e W worked ................................................................. page 16
Overtime Compensation ................... ..................... ....... page 18
Regular Compensatory Leave...... .............. ................ ..... .. page 19
Special Compensatory Leave ..................... ............. ........... page 20
Salary Increases .......................................... page 20
Special Pay Increases ................................. ..................... page 20
Bonus Pay Provision ................................. ... .................. page 21
M erit Pay Increases ..................... .. ...................... page 21
Employee Handbook, page 1
What's in a Name? Job Classification at
the University of Florida .......................................................... page 22
Job Classification ............................................. ..................... page 22
Reclassification ............................................... ..................... page 23
Career Ladders for A&P and USPS ........................................... page 24
Job Titles and Qualifications ................................................. page 24
Dual Career Program ...................................... ...................... page 25
A&P Promotional Opportunities ......................................... page 25
Climbing the Career Ladder/USPS ........................................... page 25
USPS Promotions .................................................................... page 26
USPS Reassignments ......................................... .................... page 28
USPS Demotions ............................................. ..................... page 28
Job Progress: How Are You Doing? ........................................... page 29
A&P Evaluations ............... ...... .................. page 29
USPS Performance Appraisals............................................ page 30
Leave Policies ....................................................................... page 32
Administrative Leave/USPS ................................................ page 32
Annual Leave/A&P ............................................ .................... page 35
Annual Leave/USPS .................................................................. page 36
Compulsory Leave............................................ .................... page 37
Extended Leaves of Absence/FMLA ........................................... page 37
Holidays ............. ................................................... page 43
Military Leave .................................................. .................... page 45
Other Paid Leave/A&P...................................... .................... page 46
Personal Holiday/USPS...................................... ................... page 47
Professional Development Leave/A&P....................................... page 47
Sick Leave ............................ .................... page 47
Sick Leave Pool ....................................................................... page 49
University Benefits................................................................ page 50
Automobile and Homeowners Insurance .............................. page 50
D iscounts ................................................................................ page 50
Florida Flexible Benefits Plan ............................ ..................... page 51
Health Maintenance Organizations ........................................ page 52
Long-Term Disability Insurance......................... .................... page 52
Personal Accident Insurance ....................... ...................... page 53
State Employee Group Health Self Insurance Plan ..................... page 53
State Group Life Insurance ................................ ..................... page 54
Employee Handbook, page 2
Supplemental Insurance Coverage .................... ..................... page 54
Tax-Deferred Annuities ....................................... page 54
Tuition Fee Waiver Program...................................................... page 54
University Term Life Insurance .............................................. page 55
U.S. Savings Bonds .......................................... page 56
Florida Retirement System .................................................... page 57
Optional Retirement Program/A&P ......................................... page 58
Working Relationships ............................................................. page 59
Personnel Satellite Offices ................................................. page 59
Standards for Performance and Conduct/USPS.......................... page 60
Right of Appeal/U SPS ............................................................ ... page 61
Grievance Procedures ....................................... page 62
Layoff/A&P ................................................ ..................... page 62
Layoff/U SPS...................................... ........... page 63
Your Personnel File ........................................... page 64
Visa Status ............................................................ page 64
Safety at W ork .......................................................................... page 65
W workers' Com pensation .............................................................. page 65
If You Are Injured While Performing Your Job ........................... page 67
Modified Duty Program .................... ....................... page 68
Equal Opportunity/Affirmative Action ..................................... page 69
Access, Equality, Mobility: It Works for You ............................. page 69
Information for Persons With Disabilities................................. page 71
Reasonable Accommodation ............................................ page 71
Identification of Special Needs............................. ................. page 72
Medical and Disabled Person Parking Info................................. page 73
Handi-Van ......................................................... page 73
Florida Relay Service ........................................ page 73
Policies to Know .................................................................. page 74
AIDS ................................ ........ ................ page 74
Drug-Free Workplace ....................................... page 75
Fraudulent or Other Wrongful Acts ...................................... page 77
Sexual Harassment ............................ ..... .... ........... page 78
Smoking/Florida Clean Indoor Air Act....................................... page 79
Software Copyright ......................................... page 79
Employee Handbook, page 3
Supervisory and Employee Development Programs................. page 80
Ongoing Training ....................................... .................... page 80
Career Development Courses........................................... page 82
GED Preparation Courses .................................. ................... page 83
Working Together for a Better University................................... page 84
Davis Productivity Awards .................................. .......... page 84
Employee Assistance Program ..................... ...................... page 84
Incentive Efficiency Program ............................ ..................... page 85
Superior Accomplishment Awards Program............................... page 86
University Personnel Services .................................................. page 87
Keeping You Informed ...................................... .................... page 87
Personnel Advisory Committee.............................................. page 88
Your Feedback Is Important ............................ ............. page 88
Business Services Division........................................................ page 90
Parking ....................................................... page 90
ID Cards ..................... ...................... page 90
Gator Dining ........................................ page 91
UF Bookstores ............................................... .................... page 91
Printing and Graphics ............................................................ page 91
Something for Everyone: University of Florida Facilities .......... page 92
Center for the Performing Arts......................... ................... page 92
Florida Museum of Natural History.......................................... page 92
Grinter Galleries .......................................... .................... page 93
Harn Museum of Art......................................... .................... page 93
J. Wayne Reitz Union ............................................................. page 93
Lake Wauburg .................. ..................... page 94
Libraries ............... ....................................................... page 94
Living Well and More ....................................... ................... page 94
Stephen C. O'Connell Center ............................................... page 95
University Gallery .......................................... ..................... page 95
Your Campus Federal Credit Union ........................................... page 96
Employee Handbook, page 4
Dear University of Florida Employee:
It is my pleasure to welcome you to the University of Florida community.
I hope that your work experience here is a pleasant and rewarding one.
The University of Florida is committed to providing teaching, research and
service. Our advances in these three fields have been recognized by the
Carnegie Commission and by our membership in the Association of
American Universities, the most prestigious academic association in North
As you may know, we also are one of the most comprehensive universities
in the nation, with 20 colleges and schools, and we are ranked third
nationally with the number of academic programs offered on a single
campus. Totally, the University of Florida offers 114 undergraduate majors,
183 master's degree programs and 70 doctoral degrees. In addition to
some 140 academic departments, the university has more than 100 centers
and institutes for interdisciplinary studies.
Along with our role in educating more than 38,000 students, the University
of Florida currently is one of the largest employers in North Central Florida,
with approximately 11,500 faculty and staff members. We are proud of this
large, diverse and prestigious community of students, faculty and staff
members-a community of which you now are a member.
This handbook has been designed to help you make the most of your
employment with the university. Here you will find explanations of various
policies, benefits and opportunities available to all A&P and USPS
employees. The success of any university is measured not only by the
quality of the students or faculty accomplishments but also by the
satisfaction and contributions of the staff. With your assistance, our
achievements can be great.
Welcome to the University of Florida. My best wishes to you in your
John V. Lombardi, UF President
Employee i ..,II,'.. 4 page 5
The University of
6,700 USPS and
The University of Florida
and the State University
System, or SUS, assign
line positions to one of
three pay plans-General
and Professional (A&P),
and University Support
Personnel System (USPS).
Positions within these pay plans are monitored by the
Board of Regents and are intended to fulfill and reflect
the varying needs of an academic setting. The
University of Florida currently has approximately
6,700 USPS and 800 A&P positions. We typically
employ approximately 4,000 faculty members.
University of Florida appointments, such as yours, are
defined in a variety of ways. One common term
called full-time equivalency, or FTE, is used to show
the required effort by which your employment
appointment is defined.
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 for
the equivalent of less than 100 percent of a standard
workweek will be assigned a rating of less than 1.0
FTE. For example, if you are employed by our
university to work 20 hours in each workweek, you
will have a halftime appointment, or be employed at
Employee Handbook, page 6
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.
If you were an employee at a state agency in
Florida (like an SUS institution or the Department
of Transportation) and you resigned from your
position in order to accept employment with the
University of Florida, you may be eligible for
continuous state service.
If you are an A&P employee, continuous state service will have been
preserved if you were reemployed by the SUS within 100 days. As a USPS
employee, if you were not off the state payroll for more than 31 calendar days,
you will receive credit for continuous state service with all attending benefits,
leave accrual, etc., provided your reason for leaving one state agency was to
accept an employment offer with another state agency.
Effective March 1995, immediately upon reemployment, USPS employees are
entitled to use all previous state service in determining eligibility for higher
annual leave accrual rates. See page 36 for information about annual leave.
If you believe you are eligible to be credited for continuous state service, please
contact Processing and Records, University Personnel Services, at 392-1204,
PO Box 115004, 429 Stadium. In order to ensure continuous coverage under
the state of Florida group health and life insurance policies, please contact
University Benefits, University Personnel Services, at 392-1225,
PO Box 115007, 422 Stadium.
As an A&P or USPS employee, you may accept
employment outside of the University of Florida
with the permission of your supervisor so long as
this outside employment or activity does
not interfere with your duties or obligation to the
Employee Handbook, page 7
Because of this, you will need to review potential conflicts with and secure
approval from your supervisor before beginning any such outside employment
If you are an A&P employee, you will need to complete an outside activities
report available from your personnel satellite office or from Employee Rela-
tions, University Personnel Services, 392-1072, PO Box 115003, 317 Stadium,
as a part of this approval process.
If you are a USPS employee, you must get supervisory permission to engage in
outside employment or activity. Documentation of this permission may be
informal, except in the event a question or appearance of conflict of interest
should arise. In these instances, an outside activities report must be completed
prior to beginning the outside employment or activity.
No matter whether you are A&P or USPS, you must complete form
OAA-GA-L-268/4-1-88 (available from your personnel satellite office or
Employee Relations) to secure university approval if you would like to use
university equipment, facilities, or services in connection with any 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
Please call your personnel satellite office or Employee Relations at 392-1072
with questions. For more information about your personnel satellite office and
Employee Relations, see "Working Relationships" on page 59 of this handbook.
Your pay is determined primarily by the position
Pay title assigned to you. If you meet all of the mini-
mum training and experience requirements of a
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 within the established salary range, but above the minimum.
Employee Handbook, page 8
If the duties and responsibilities of a position change significantly, the position
may be reclassified to the title and salary range more appropriate to the work
being performed. For more information, see "What's in a Name?" on page 22.
All university employees are paid on a biweekly
Paydays basis. Provided you complete payroll sign-up prior
d to the payroll closing deadline, you should receive
and your first paycheck on the second payday follow-
Paychecks ing your initial date of employment and every other
Paychecks are distributed in your department or at
a location near your workstation. Your supervisor will tell you exactly where
you may pick up your check or whether it will be brought to you.
In addition to your paycheck, you will receive a leave status report, which
provides information about your leave accrual, as well as a pay distribution slip
that lists any deductions from your pay.
All employees have federal income tax and social security tax deducted each
pay period. Other deductions may be made at your request for coverage by
our group insurance plans, contributions to the community campaign, premi-
ums for auto and homeowners insurance, tax-sheltered annuities, U.S. Savings
Bonds, and loan payments and savings deposits to Your Campus Federal Credit
Union. More information about these deductions is available in "University
Benefits" on page 50.
As a convenience to employees, the State Comptroller's Office also
provides direct deposit of your paycheck to a participating financial institution.
You may arrange for this service by obtaining an enrollment application from
Processing and Records, 392-1204, or from one of the personnel satellite
offices. Simply complete the form and submit it to your financial institution.
Employee Handbook, page 9
While the University of Florida, at large, does not
Dress Code have a dress code, it may be appropriate for certain
university departments to establish dress codes
given their particular working environments. 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.
The state of Florida's private, long-distance tele-
SUNCOM phone network is called SUNCOM, or SC, which
serves state of Florida governmental agencies,
political subdivisions, municipalities, and qualified
nonprofit corporations. This network is consider-
ably less expensive than commercial long-distance networks and always should
be used when placing long-distance state business calls. Personal long-
distance calls are not authorized on SC, and audits are made of telephone
statements. Individuals making personal long-distance calls from state facilities
will be subject to applicable legal sanctions. Your immediate supervisor will be
able to supply you with a State of Florida Telephone Directory, in which you
can find SC dialing instructions. See page 88 of this handbook for University
Personnel Services' SC numbers.
Every year the University of Florida publishes a
UF Campus directory of the office and home addresses and
Directory phone numbers for university students, faculty, and
staff. 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
and/or address in the employee listing section of the directory, please call
Processing and Records at 392-1204.
Employee Handbook, page 10
As an A&P employee, you
Job Security are employed at the
university via a one-year
contract or appointment.
involving layoff or termination for "just cause," will be
preceded by written notice as follows: 1) in initial
year of employment, three months prior to expiration
of contract; 2) in second year of employment, six
months prior to the effective date of non-reappoint-
ment; and 3) after two or more years of service, twelve
months prior to the effective date of non-reappoint-
ment. Because of the recruitment time typically
needed to fill vacant A&P positions, you are asked to
give at least a one-month notice to help ensure rehire
eligibility if you are planning to resign voluntarily from
an A&P position.
An employee who is absent without authorization for
three or more consecutive workdays may be consid-
ered to have abandoned his or her position and to
have resigned from the university.
A&P salary increases
Salary normally are given
Increases annually. These increases
may be across the board
(all employees receive the
same percent increase),
be totally discretionary (the administrator of each unit
is given a "pool" of money to divide among employ-
ees in the unit as he or she deems appropriate), or
have both components. The particulars of such
increases are provided in guidelines from the Chan-
cellor of the Board of Regents.
may be across
Employee Handbook, page 11
Special pay increases may be awarded to A&P
Special Pay employees based upon specific criteria and
Increases availability of funding. Requests for these in-
creases are initiated at the supervisory level and
must be reviewed by the appropriate vice presi-
dent. Questions regarding these increases may be
directed to Classification and Compensation, University Personnel Services, at
392-1213, PO Box 115001, 326 Stadium; to the appropriate personnel satellite
office; or to your vice president's office.
A pay mechanism called bonus pay was imple-
Bonus Pay mented at the University of Florida during the
Provision summer of 1994. Bonus pay is a type of special
pay increase available to employees and is de-
signed to recognize special projects, assignments of
significance, and increased productivity. Bonus
pay takes the form of a onetime, lump-sum payment-up to 10 percent of the
employee's annual salary or $3,000 (before taxes), whichever is higher. The
amount of money a dean, director, or department chair requests for the bonus
depends on the significance of the project. Approval of bonuses is coordinated
via committees located throughout the budgetary units and is contingent upon
availability of funding in each area.
If you are an A&P employee, you are not required
Time Worked to keep a time-worked record and are not eligible
for overtime compensation or compensatory leave
credits. You are responsible, however, for obtain-
ing your supervisor's approval in advance for any
variations in your normal work schedule, including when or if you take college
courses via the tuition fee waiver program at the University of Florida or
another institution. Time spent away from work in this manner should be made
up per a schedule approved by your supervisor or be counted as annual leave.
The typical schedule for full-time A&P employees (1.0 FTE) is based on the 40-
hour workweek. Less than full-time employees normally work schedules in
proportion to their FTEs.
Employee Handbook, page 12
When an employee is
Attendance hired at the University
of Florida, he or she
accepts the responsibility
to work every scheduled
day. As a general rule, 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
If you must be unavoidably absent from your job (that
is, other than for 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
Please note: An 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.
If you are planning to resign voluntarily, university
policy asks that you, as a USPS employee, give as
much notice as possible but at least a two-week
notice to your department to help ensure eligibility
for rehire consideration at the university. Employees
who resign from the university normally must
wait 90 days before reapplying for University of
When an employee
is hired at the
Florida, he or she
Employee Handbook, page 13
Employees at the University of Florida work a
Lunch 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., Mondays 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., Mondays through Fridays, you
typically will be provided a half-hour lunch period. Your lunch break, how-
ever, is set by your supervisor.
We recognize that employees work better and
Rest Periods enjoy their work more when they are rested and
refreshed. During each four hours that you work,
you are permitted a 15-minute rest period when-
ever possible. During this period, you may leave
your workstation, relax, and enjoy some refreshment. 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.
For full-time employees, the university's normal
Work Hours work schedule is a five-day, 40-hour week. Most
of our 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, including time spent away from
the workplace to attend college courses. 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, the university's workweek ends on Thursdays at
Employee Handbook, page 14
Cnto of6 0 SP
All classification titles in
the USPS pay plan are
designated as either non-
exempt for overtime
payment eligibility under
the Fair Labor Standards
Act or exempt from the
act and, thus, such
USPS employees whose duties are primarily execu-
tive, professional, or administrative usually are
defined as exempt.
As a USPS employee, you
Probationary typically will serve a six-
P d ad month probationary
Peri an period unless otherwise
Status specified by state regula-
tion or in the event your
probationary period is
extended. (In this
instance, your probationary period could last up to
USPS employees in law enforcement classes attain
permanent status after completing 12-month proba-
completion of your
you will gain
in the classification
in which you are
Upon satisfactory completion of your probationary
period, you will gain permanent status in the classifi-
cation in which you are employed. In turn, you will
earn certain benefits as described in this handbook.
Employee Handbook, page 15
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 would need to
reestablish your credentials over a 12-month period with an employer other
than the university before you could be considered for reemployment with the
University of Florida.
The university as an employer must follow the state
Time Worked of Florida's policy regarding hours worked. Each
supervisor is responsible for ensuring that the
following state and university rules are observed:
1. Non-exempt employees must account for all hours in the workweek daily, as
each starting and stopping time occurs, on time cards (see example below).
Smth, 6rn 6E. 0 ooo -o-occo t 4t a syt0o .ao,/95 Z oOo .OAoo
1ST WEEK 2ND WEEKe
S* u sp cp 8|isc) s 7
PC Iq I5 |b C/:a I\ t l Fo SO 19-1 ,0 i /, a IWOO mI I FS, S I IC 18, 1-
S' 'Sw J O'"S'.oo'SeoS.'ei '.0eo' ''a .0M'0 .0'0 E00 Oo I OO.
.EO .OSE.E 1 1 SN CaS It J | f
In lu.tde\d I I Time rd O ..
University of Florida TOTAL
Included Employee Time Card PAY
Employee Handbook, page 16
Exempt employees account for all hours in the workweek on time-worked
records based on total hours per day of work, leave, or holiday time (see
UNIVERSITY OF FLORIDA
EXCLUDED EMPLOYEE'S RECORD
Department m 4i" beu ,vr,/hfrI /I/i;v 7e-s.r&5. Pay Period Ending / / /S
Employee's Name .'r-)ln -. ,SmM S.S. 0 OO 0 000
Record Total hours worked or total hours covered by paid leave per day to the nearest quarter hour. Indicate type of leave
used each day. Paid Hrs.
Weekly Pay Period Fri Sat Sun Mon Tues Wed Thur Leave Worked Total
Z.g& 8 1 I 1 8 I8 / a 3a P
SAs\ I I o o o
I certify that the above hours are correct:
Employee's Signature < c J3, Comp. Hrs. Earned _
I certify that overtime was re uired and I approve the regular compensatory time earned as shown:
Supervisor's Signature f -
At the end of each pay pead, please submit completed forms to individual in your area responsible for leave record
maintenance. FORM NO. CS-EER 40
2. Non-exempt employees' time cards must be signed by the employees and
also must be signed and approved by their supervisors. Exempt employees'
time-worked records are signed by the employees and in the event approval of
compensatory leave credit is involved also by their supervisors. (Some supervi-
sors choose to sign their employees' time-worked records regardless of whether
compensatory leave hours have been earned.)
Departments may wish to establish internal procedures to document supervi-
sory/employee relationships for purposes of time record management and
3. In computing the workweek, time off charged to any type of leave or holiday
is not considered as hours worked for purposes of overtime pay, except for
Operational Services employees. With these employees, all observed state
holidays are counted as hours worked for overtime calculations.
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 page 32
for details about administrative leave.
Employee Handbook, page 17
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. Non-exempt employees may not take work home from the workstations to
be completed after hours.
8. Employees who willfully falsify any type of time record, including time
cards, time-worked records, applications for leave, etc., shall be subject to
Since the university operates on a set budget each
Overtime fiscal year, overtime worked by non-exempt
employees is limited to emergency situations
mpensa n or pre-planned and approved overtime for peak
Overtime is defined as work that is required beyond 40 hours in the workweek.
USPS non-exempt employees who work in excess of 40 hours may be compen-
sated 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.
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. Please note:
The actual number of hours worked is entered on the employee's time card.
The conversion to one and one-half is processed automatically by the
university's payroll system. 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.
Employee Handbook, page 18
Supervisors are encouraged to make a reasonable effort, based on department
needs and mutual agreement, to allow employees to state a preference be-
tween overtime compensatory leave and cash payment. However, the final
decision typically will rest with supervision. With an employee in an Opera-
tional Services class, if agreement cannot be reached between the employee
and management, then the employee must be paid for overtime worked.
Compensation for overtime worked will be in the form of cash payment for law
enforcement officers unless the employee and the supervisor agree that the
employee be credited with compensatory leave.
The University of Florida's overtime policy encourages employees to use
overtime compensatory leave as soon as possible after it is earned. For
payroll purposes, overtime payment may not be projected in the second
workweek of the pay period.
When employees reassign, promote, or demote from their budgetary units, as
defined by the appropriate vice president/designee, their overtime compensa-
tory leave credits must be cashed out before the effective dates of the reassign-
ment, promotion, or demotion. 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 be automatic and will occur in May or June. Payroll
will advise departments several weeks before the "cash-out" payday.
Employee Development, University Personnel Services, at 392-4626, PO Box
115006, 329 Stadium, is available to answer questions about this process or
about overtime compensation in general.
Exempt employees who are required to work more
Regular than 40 hours in a workweek are eligible for
S regular compensatory leave on an hour-for-hour
Compensatory basis, not to exceed 120 hours.
No payment for unused regular compensatory
leave credits is permitted when exempt employees
separate from the university, transfer out of the
Employee Handbook, page 19
USPS, or transfer to another state agency. 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
A&P position), he or she may retain his or her accrued regular compensatory
leave but must use it before using any annual leave. Requests for use of earned
regular compensatory leave should be handled in the same manner as requests
to use accrued annual leave.
Because this leave typically may be accrued only
in a workweek where an official state of Florida
holiday has occurred, please see "Holidays" on
page 43 for details.
Salary increases for USPS employees normally are
given once a year. Generally, employees receive
an across-the-board percentage increase. An
accompanying adjustment to the USPS pay grade
ranges also may be made. These increases and
adjustments follow guidelines provided by the
Chancellor and the Florida Legislature.
Special pay increases may be awarded to USPS
employees based upon specific criteria and
availability of funding.
Initiated at the sunervisorv level, this tvne of
increase must be reviewed by the appropriate vice
president. The University of Florida President has final approval authority for
all USPS special pay actions.
Questions regarding these increases may be directed to Classification and
Compensation at 392-1213 or to the appropriate personnel satellite office.
Employee Handbook, page 20
A pay mechanism called bonus pay was
implemented at the University of Florida during the
summer of 1994. Bonus pay is a type of special
pay increase available to employees
and is designed to recognize special
projects, assignments of significance, and in-
Bonus pay takes the form of a onetime, lump-sum payment-up to 10 percent
of the employee's annual salary or $3,000 (before taxes), whichever is higher.
The amount of money a dean, director, or department chair requests for the
bonus depends on the significance of the project.
Approval of bonuses is coordinated via committees located throughout the
budgetary units and is contingent upon availability of funding in each area.
While conceptually possible, merit pay increases
currently are not a common practice in the SUS.
Legislative approval and fund appropriation are
necessary to award merit increases-that is, pay for
performance-or any other pay increases.
In the event merit pay increases are provided, the date such increases could be
awarded would be specified by the Florida Legislature or by rules approved for
USPS employees under the Board of Regents.
Employee Handbook, page 21
The basic principle of
Job position classification is
Classification that positions similar in
duties and responsibilities
should be grouped
together in a common
category. The purposes of a classification system
include the following:
1. 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.
2. To aid in recruitment by establishing meaningful
based on the duties
of the job and not
possessed by an
3. To provide a base of common understanding
in personnel administration through a system of
4. To aid in clarifying and improving organizational
5. To facilitate better employee-management
6. 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
possessed by an applicant or incumbent.
Employee Handbook, page 22
If it is believed the duties and responsibilities of
Reclassification 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 to
Classification and Compensation at 392-1213.
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 demon-
strated to warrant the reclassification of a position.
"Long and faithful service," "excellent job performance," or "increased volume
of work" cannot be considered as determining factors for a reclassification
Employee Handbook, page 23
All positions at the
University of Florida
levels of training
All positions at the
Job Titles and University of Florida have
Qualifications that require varying levels
of training and experi-
ence. 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 biologi-
cal scientist. You also may have completed more than
one kind of training or experience such that you might
additionally qualify for a chemist position.
A&P positions have a college degree and a minimum
of two years experience as a base requirement.
However, these positions also may require other
types of specialized experience based on
Please direct questions concerning qualifications to
the Central Employment Center, University Personnel
Services, at 392-4621, PO Box 115002, 4th Floor
Stadium. Your questions about job titles may be
directed to Classification and Compensation
Employee Handbook, page 24
We understand that a transition to another place of
employment for one individual can affect the
career of another. Because of that, we would be
pleased to provide any member of your household
with information about career opportunities at the
University of Florida. To find out more about this
service, please call the Central Employment Center
If you wish to seek employment opportunities in the
A&P A&P pay plan, please apply to the Central Employ-
Promotional ment Center with a cover letter and resume for
each position in which you are interested. A
Opportunities position vacancy listing, compiled by the SUS and
the Department of Education, indicates those A&P
positions that are available throughout the state at
SUS universities. These announcements are posted
on a biweekly basis in the Central Employment Center, 4th Floor Stadium, as
well as at various campus locations (see "USPS Promotions," page 26, for
specifics). They also are available electronically via the University of Florida's
home page on the World Wide Web (http://www.ufl.edu).
Please note: Most vacant A&P positions require a search and screening process
prior to hiring an individual; the use of a search committee, however, is discre-
tionary with certain classes. Employees holding A&P positions must complete
six months of service in their current positions before promoting, reassigning, or
demoting to other university positions-unless the position changes are within
University Personnel Services' Central Employment
Center and its personnel satellite offices offer a
promotional counseling process for USPS employ-
ees who are interested in moving up the University
of Florida's career ladder.
When you submit a promotion/reassignment/
demotion application and indicate interest in
Employee Handbook, pape 25
participating in a career counseling session, you will be contacted by an
employment counselor to set up a counseling session.
During this session, job credentials and realistic opportunities for advance-
ment, along with the University of Florida's promotional policy, are discussed.
Qualifications for the desired classifications) are reviewed. Assistance with
career strategy planning also is available. If you are not competitive for a
classification in which you are interested, ways to achieve your goal are
suggested and discussed.
This individualized attention to the career ladder at the University of Florida
provides you with the potential for a more successful and fulfilling profes-
sional experience. Call the Central Employment Center at 392-4621 or your
personnel satellite office with questions.
If you are interested in a promotion within the
USPS USPS pay plan, you may want to start by first
Promotions reviewing the university's job vacancy listing
(JVL). These JVLs are computerized printouts
listing all the university's job vacancies and their
Each vacancy listed in the JVL will include the position number, position title,
FTE, shift, salary range, minimum qualifications, application deadline, and any
special requirements of the job.
These announcements are posted daily in the Central Employment Center, 4th
Floor Stadium, as well as in the Affirmative Action Office, Auxiliaries/Building
115, Career Resource Center, Criser Hall, Health Science Center Personnel,
Holland Law Center, Housing Division, IFAS Personnel, J.W. Reitz Union,
Library West, Physical Plant Division, P.K. Yonge, and Tigert Hall.
This job vacancy listing (JVL) also is available electronically via the University
of Florida's home page on the World Wide Web (http://www.ufl.edu). The
Central Employment Center also maintains a "job-line" that lists all currently
posting USPS vacancies. This listing is updated weekly. If interested, please
Employee Handbook, page 26
Once you attain permanent status in any position title and meet the minimum
qualifications as listed in the JVLs, you may submit a promotion/reassignment/
demotion application to the Central Employment Center or to the appropriate
personnel satellite office.
A promotion is not allowed during an employee's probationary period (includ-
ing from USPS to A&P) unless the promotion occurs within the employee's
It is important to note that you do not need to apply for a specific USPS position
in order to be considered for position vacancies. Your application will be
reviewed to determine your qualifications and competitiveness for university
positions. In turn, your application information will be entered into ACCESS (A
Computerized Central Employment Support System), and if it is competitive, it
will be placed into appropriate applicant pools.
Your application will be given every consideration for one year, during which
time it will be reviewed as positions for which you are qualified and competi-
tive become available. University hiring departments use ACCESS to review
these applicant pools when they have vacancies. Selection is based on mini-
mum qualifications, special requirements of the department, equal employment
opportunity provisions for the university, and performance at the university.
Salary levels upon appointment are determined by the vice president of each
university budgetary unit. Promotions carry pay increases to at least the
minimum of the salary range for the higher title.
In the USPS pay plan, a probationary period is required each time an employee
enters a classification in which he or she previously has not held permanent
A permanent USPS employee who is promoted but fails to complete the
required probationary period satisfactorily for the new classification will be
advised in writing as soon as possible that his or her performance is unsatisfac-
tory and that he or she will not attain permanent status in the class. In addition,
the current department should provide the employee with 90 days to seek a
vacant position in a class where permanent status has been obtained previously
or in another position for which the employee qualifies. Please see Administra-
tive Affairs' Handbook on Business Procedures (a copy of which should be
maintained by your administrative office) or contact your personnel satellite
office for details.
Employee Handbook, page 27
Once you have attained permanent status
USPS as a USPS employee, you also may apply
Reassignments for reassignment. A reassignment is a move
to a job that is in the same class as your
present job or in a different class but the same
pay grade. No salary increases are allowed
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. The appropriate promotion/reassignment/demotion
application is available from the Central Employment Center or from your
personnel satellite office.
Reassignments within a department may be made at management's discretion.
A voluntary demotion may be an alternative for
USPS you when considering career options at the
Demotions University of Florida. A demotion occurs when
an employee moves from a position in one
classification to a position in another classifica-
tion that has a lower pay grade. Promotion/
reassignment/demotion applications are available from the Central Employ-
ment Center or your personnel satellite office.
Employee Handbook, page 28
Ho Ar Yo Doing?
So that you, as an A&P
A&P employee, may obtain
Evaluations essential information
about your work perfor-
mance, university policy
requires that A&P em-
ployees with more than six months of service be
formally evaluated by their supervisors on an
Your performance evaluation is typically a narrative
written by your immediate supervisor. Generally, this
evaluation addresses the past 12 months of work
performance as related to the specific duties of your
position description, any special assignments that you
may have performed, and the direction of upcoming
goals and timetables. The appraisal period should be
designated on the evaluation. (We recommend that
the appraisal period cover the previous fiscal year.)
Once your supervisor has reviewed the evaluation
with you and both of you have signed it, your supervi- Your performance
sor should forward a copy of the evaluation to
Employee Development, PO Box 115006, by Septem- evaluation is
ber 1 of each year. You should be given the original narrative
typically a narrative
for your records.
written by your
If you have any questions about A&P performance
evaluations, please call Employee Development at immediate
Employee Handbook, page 29
Like the A&P appraisal process, the University of
Florida's USPS employee performance appraisal
system is designed to improve communication
between supervisors and employees. As part of the
USPS employee performance appraisal system,
your supervisor observes your performance,
discusses this performance with you, and appraises
your work based on job requirements. You also
may discuss goals to be accomplished during your
next appraisal period.
As a USPS employee, your performance may be rated at the exceeds, achieves,
or below performance standards level. A performance appraisal with an overall
rating of below performance standards will limit your employment opportuni-
ties with the University of Florida. Continued performance at the below
performance standards level may result in dismissal. Please note: The appro-
priate personnel satellite office should be contacted before an employee is
rated at the below performance standards level.
There are several types of or reasons for which a USPS employee receives a
The term "1 -New" refers to a probationary appraisal that will be completed for
you as a newly hired employee at the university. It is important that this
appraisal be completed within 30 calendar days prior to the end of your
designated probationary period.
As a probationary employee, if you are rated at the exceeds or achieves
performance standards level, you will attain permanent status in your classifica-
tion at the end of the designated probationary period. If additional time is
needed for training purposes, your supervisor may request an extension of your
probationary period for up to six more months by contacting the appropriate
personnel satellite office.
In certain cases, probationary termination may be necessary.
Please note: Regardless of whether a probationary appraisal has been com-
pleted, if you promote or change classifications before the end of your proba-
tionary period, you will not attain permanent status in the original classification,
and your next appraisal also will be that of a "1-New."
Employee Handbook, page 30
The "2-6/12 Month" probationary appraisal is for university employees who
have permanent status at our university but who have changed job titles
(promotions, reassignments to different classifications, demotions). It should be
treated as if it were a "1 -New" appraisal (as explained on page 30).
The "3-Annual" is a yearly appraisal given to university employees with
permanent status. This appraisal should be completed within 30 calendar days
following your anniversary date.
The "4-Special" is an appraisal that has been specifically requested by a
supervisor. A supervisor may request the "4-Special" at any time to document
exceptional or marginal performance. Supervisors should contact the appropri-
ate personnel satellite office to arrange a special performance appraisal.
While the ultimate responsibility for timely completion of performance
appraisals rests at the supervisory level, you should not hesitate to remind your
supervisor or contact Employee Development if you believe your performance
appraisal is due. You also may request that your supervisor complete your
performance appraisal. Such request must be made in writing within 60 days
of your performance appraisal's original due date. Once he or she receives
such a request, your supervisor is obligated to complete your performance
appraisal within 30 days of your request. Please copy all such requests to
Employee Development, PO Box 115006. In these instances, you also may
wish to contact your personnel satellite office to discuss the circumstances
surrounding your performance appraisal.
You should receive a copy of your performance appraisal once it is completed.
In the absence of an appraisal, one of two ratings may be attributed to your
work performance at the university. If a performance appraisal is not com-
pleted to evaluate your probationary period ("1 -New" or "2-6/12 Month")
within 60 days following the appraisal's due date, then your work performance
will be considered to be at the achieves performance standards level. If your
annual performance appraisal is not completed within 60 days following the
appraisal's original due date, your previous rating in the classification will be
Questions concerning USPS performance appraisals may be directed to
Employee Development at 392-4626.
Employee Handbook, page 31
As a University of Florida employee, you have the
benefit of a very generous leave policy. All leave,
except holidays and extended leaves of absence, may
be requested by completing the University of Florida
application for leave which must be approved and
signed by your supervisor. If you have questions
about the following leave policies, please call Em-
ployee Development at 392-4626.
leave for USPS
employees is leave
with pay that is not
Administrative leave for
Administrative USPS employees is leave
Leave-USPS with pay that is not
charged against indi-
vidually accrued leave
balances. It is designed
to keep you in full pay status under certain circum-
stances 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. Some types of administrative leave may
not be reduced, which may result in your earning
special compensatory leave should your workweek
not be adjusted accordingly. These types of adminis-
trative leave are denoted below. A&P employees
should see "Other Paid Leave" on page 46 for compa-
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 when you are called to perform
Employee Handbook, page 32
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. Please
call Employee Development at 392-4626 before granting such leave.
If you are a USPS employee who is 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.
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
annual 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 "Outside
Employment" on page 7 for details. Administrative leave granted as described
above may not be reduced. Call Employee Development at 392-4626 for
Death in Immediate Family
As a USPS employee, you may use up to two days of administrative leave
for each occurrence of death in your immediate family (spouse,
great- grandparents, grandparents, parents, brothers, sisters, children, and
Employee Handbook, page 33
grandchildren of you and your spouse). 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.
Florida Disaster Volunteer Leave
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
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.
While required attendance at professional meetings or conferences typically is
considered as time worked, such attendance, if beneficial to the university and
pending supervisory approval, may be covered by administrative leave.
Natural Disasters and Other Emergency Conditions
Call Employee Development at 392-4626 for information about this form of
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
Employee Handbook, page 34
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.
Because you are encouraged to vote in city, county, state, and national
elections, you also may use administrative leave for purposes of voting.
Normally, employees should vote during nonworking hours. However, if you
live at such distance from your assigned work location that you are prevented
from voting outside of working hours, you may be granted up to two hours of
administrative leave for this purpose. In emergency situations, an employee
may be granted up to one hour of administrative leave with pay for purposes of
voting. You may not be granted administrative leave to work at the polls
during elections, and all such administrative leave privileges require prior
approval from your immediate supervisor.
Please call Employee Development at 392-4626 with questions about adminis-
trative leave. Other forms of such leave for comparable circumstances are
available. Please see your department's leavekeeper for assistance.
If you are a full-time A&P employee appointed for
Annual more than 9 months, you typically will accrue
annual leave at a rate of 6.769 hours biweekly,
Leave-A&P 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 less than a
full pay period.
If you are a part-time employee, you will accrue annual leave in proportion to
the amount of time worked during each pay period. If you are on an aca-
demic appointment (39 weeks) or are a P.K. Yonge employee, you normally
will not accrue annual leave. See your department's personnel administrator or
leavekeeper for details.
As an A&P employee, you may accumulate up to 44 days (352 hours) of
annual leave, after which point you may not earn additional annual leave until
you have used such leave to bring your balance below that level.
Employee Handbook, page 35
Annual leave is earned each pay period and is credited to you on the last day
of that pay period. Requests for annual leave should be submitted in advance
to your supervisor, with annual leave being taken only after approval has been
received. Upon separation from the university, you will be paid for up to 240
hours of any unused annual leave.
As a USPS employee, you will earn time off for
vacations or personal business through our annual
leave policy. Annual leave is earned each pay
period and is credited to you on the last day of
that pay period.
Your rate of annual leave accrual increases with your years of service. Part-
time employees earn annual 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.
Up to 5 years
5 to 10 years
Over 10 years
each biweekly pay period
4 (approx. 13 days per year)
5 (approx. 16 days per year)
6 (approx. 19 days per year)
If you have previous state service or if you transfer to University of Florida
employment from another state of Florida agency or SUS institution, all
previous service will count toward your annual leave accrual rate immediately
upon reemployment (effective March 16, 1995). To ensure you receive credit
for such service, please call Processing and Records at 392-1204.
USPS employees may accrue up to 240 hours of annual leave plus any addi-
tional amount earned in one calendar year. Any accrued hours in excess of
240 hours must be taken or be forfeited at the close of business on the last
workday of the calendar year, usually December 31.
Requests for annual leave should be submitted in advance to your supervisor,
with annual leave being taken only after approval has been received. In the
majority of cases, your vacation schedule is a cooperative decision between
Employee Handbook, page 36
you and your supervisor. In unusual or unavoidable situations, your supervisor
may require you to take a portion of your annual leave at a specified time.
Regardless of the amount of annual leave originally approved by your
supervisor, annual 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 after you have completed six
months of satisfactory, continuous service, you will be paid for any unused
annual leave up to 240 hours.
If you are unable to perform your assigned duties
Compulsory due to illness or injury, you may be placed on
e compulsory leave. Please contact the appropriate
Leae personnel satellite office with questions about this
type of leave.
"Extended leave" is a term used at the University
Extended of Florida that encompasses most forms of leave
with or without pay that last longer than 15 days.
Leaves of As a result, extended leave may be provided for
Absence- medical (self and family), parental, foster care,
FMLA military, and personal reasons.
As appropriate, the SUS and University of Florida
extended leave of absence policy incorporates at a
minimum that which is required by the federal Family and Medical Leave Act
of 1993, or 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 annual leave and compensatory leave to
cover an absence of more than 15 days for personal reasons, in keeping with
the university's annual 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
Employee Handbook, page 3.
Family and Medical Leave Act, or FMLA
The FMLA was enacted by Congress in February of 1993, with final regulations
becoming available in April 1995. Under this federal law, eligible employees
are entitled upon request to a total entitlement (not per event) of 12 work-
weeks 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 adop-
tion; 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.
In instances of parental leave and leave for purposes of foster care, the 12-
month period specified by the FMLA begins with the arrival of the child. For
medical leave, the fiscal year of July 1 to June 30 is considered to be the 12-
month period during which at least 12 workweeks of leave must be granted
upon request. Please see page 41 for a discussion of serious health condition.
At the University of Florida, the leave benefits to which employees have
access 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
At the University of Florida, employees may use their individually accrued
paid leave,1 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 against the 12 weeks
of an employee's FMLA entitlement. (1Overtime compensatory leave, when
used, may not count against the 12 weeks of an employee's FMLA
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
the employee 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.
USPS Employees With Permanent Status in the SUS and All A&P Employees
USPS employees with permanent status in any SUS classification2 and all A&P
employees are eligible for up to six months of leave for the following. Please
remember: A total entitlement (not per event) of 12 workweeks in a 12-month
Employee Handbook, page 38
period is provided to eligible employees by the FMLA. All of the following
types of leave, except military and personal, are FMLA-qualifying. In addi-
tion, medical leave granted for family members who do not meet the FMLA's
definition of family does not count against 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 extenuat-
* 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 immediate
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, and grandchildren of the
employee and his/her spouse.
* Parental (the birth of a biological child or placement of the child
Here too, the University of Florida'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.
* These employees also are entitled to take up to 12 workweeks of leave for
foster-care purposes (FMLA).
* They may be eligible for up to 12 months of leave without pay for personal
reasons, pending supervisory approval.
Employee Handbook, page 39
* Military leave also is available to these employees, so long as they are not
on temporary appointments, which must be granted upon request. See page
45 for details.
2Employees in law enforcement classes who serve 12-month probationary
periods are eligible for the leave benefits described above after completing six
months of satisfactory on-the-job service.
Probationary USPS Employees
USPS employees serving their probationary periods as new hires 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 against an employee's FMLA entitlement.
* Medical leave, self (serious personal health condition)
* 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 USPS
employees, pending supervisory approval, to use such leave in instances
where immediate 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 on pages 33
and 39 of this handbook.
* FoSter-care purposes
* Parental (the birth of a biological child or placement of the child
University of Florida policy requires that up to six months of leave be
granted upon request to all USPS employees for the birth of a biological
child or placement of the child pending adoption (parental). The Univer-
sity 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
Employee Handbook, page 40
the child's arrival and must occur within the 12-month period beginning
with that date.
* Military leave also is available to these employees, so long as they are not
on temporary appointments, which must be granted upon request.
A USPS 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 as well as medical
leave for "immediate family" and the extended benefit associated with
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: Except in the case of an extended leave for military purposes,
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 in order to attain permanent status in the
Serious Health Condition
In order 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 condi-
tion, that also involves one or more of the following:
Employee Handbook, page 41
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.
4. A period of incapacity which is permanent or long-term due to a
condition for which treatment may not be effective.
5. Any period of absence to receive multiple treatments either for restor-
ative 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.
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-qualify-
ing, or "immediate family" under university policy) with a serious health
condition if one or both of the following apply:
* The family member needs assistance for basic medical, hygiene, nutritional
needs, safety, or transportation 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
Typically, when an employee (not OPS) is in pay status for at least one day per
month while on extended leave, including FMLA-related leave, the employer
contribution for the state insurance program will continue for corresponding
pay periods. In the event an employee goes on extended leave without pay
Employee Handbook, page 42
for parental, military, and medical purposes, the employer contribution will be
provided up to six months.
For additional information about insurance premiums, please call University
Benefits at 392-1225. 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 annual
Employees are required to provide at least 30 days written notice where
possible when the need for FMLA leave is foreseeable. Please see your
department's 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 Employee
Development, PO Box 115006.
University of Florida employees, both A&P and
Holidays USPS, have nine paid holidays each year: New
Year's Day, Martin Luther King Jr.'s Birthday,
Memorial Day, Independence Day, Labor 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.
All full-time A&P 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 sched-
uled workday before the holiday. (Your supervisor determines what is a
reasonable portion of the workday.) Pay status includes actually working as
well as being in an approved leave with pay status (for example, annual, sick,
Employee Handbook, page 43
or compensatory leave). Part-time employees are entitled to holiday time in
proportion to their FTEs. For instance, if you have a halftime, or .50, appoint-
ment, you are entitled to four hours of holiday time for each scheduled
Employees on an approved leave of absence without pay must be in pay status
for a reasonable portion of time the day before a holiday to be paid for that
holiday. (Your supervisor decides what's "reasonable.") Paid holidays (except
USPS personal holidays, see page 47) do not require an application for leave
to be completed.
If you are required to work on a holiday, you will not earn any type of com-
pensatory leave credits. Instead, as an A&P 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.
If you are a USPS employee who must work on a holiday, you generally will
earn special compensatory leave credits for the number of hours worked on the
holiday 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. For
example, if you must work on the holiday, you may take off another day
during that week. In this instance, no special compensatory leave credits
would be earned.
Sometimes a holiday falls on an employee's regular day off. If you are not
required to work when this happens, you normally will be credited with
special compensatory leave equal to the number of hours in your regular
workday not to exceed eight hours. So that you may take advantage of your
holiday, your supervisor-as an alternative to your accruing special
compensatory leave-may wish to adjust your work schedule by allowing
you to take off another day during that workweek. 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, unless your work schedule is
Employee Handbook, page 44
When employees with Operational Services class titles observe a holiday and
also work extra hours during the rest of the workweek, the holiday hours
observed-that is, those spent off from work-count toward overtime. For
questions regarding Operational Services classifications, please call Classifica-
tion and Compensation at 392-1213 or Employee Development at 392-4626.
If you are drafted, volunteer, or are ordered to
Military active military service (not active duty training),
e and you present a copy of your official orders to
Leae 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 annual or sick leave balance. However, the remainder of military
leave will be without pay unless you elect to use accumulated leave to cover
your financial obligations. (Please see "Extended Leave," page 37, for
additional information.) Leave payment for the first 30 days can be made only
upon receipt of evidence from appropriate military authority stating that 30
days of military service have been completed. 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 call
University Benefits at 392-1225 for details.
See "Other Paid Leave-A&P," page 46, or "Administrative Leave-USPS,"
page 32, for information about leave for military training.
En pioyee Hindhbook, pmge 45
Court Witness/Jury Duty
Other Paid As an A&P employee, if you are summoned as a
Leave-A&P member of a jury panel or are subpoenaed as a
witness in a matter not involving your personal
interests, you will be granted leave with pay, and
you may retain any jury or witness fees. This leave
will not affect your annual or sick leave balances. If you are an A&P em-
ployee who is required as a direct result of employment to testify as an official
witness, such duty will be considered as part of your job assignment. You will
be paid per diem and travel expenses but must remit any witness fees you
receive to the university. If you are involved in personal litigation, you must
request annual leave or arrange for such appearance during nonscheduled work
time. If you make an appearance as an expert witness for which you receive
professional compensation, you may be affected by the university's policies
and rules relative to outside employment and conflict of interest. Such an
appearance may require that you take annual leave. See "Outside Employ-
ment" on page 7 for more information.
Florida Disaster Volunteer Leave
If you are a certified disaster service volunteer of the American Red Cross, you
may be provided leave with pay 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 as well as the level of the disaster
is required in order for this leave to be granted.
Florida National Guard Active State Service
If you are a member of the Florida National Guard, you will be granted leave
with pay 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.
Short-Term Military Training
If you are a member of the U.S. Armed Forces Reserves or National Guard, you
will be granted 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.
Employee Handbook, page 46
USPS employees should see "Administrative Leave" on page 32 for
If you are a permanent USPS employee, you will
Personal be granted one paid holiday per fiscal year-in
Holiday- addition to the nine paid holidays discussed on
page 43-to be used on any day you select,
USPS pending supervisory approval.
If you are a part-time employee, you are entitled
to a personal holiday in proportion to your FTE.
This personal holiday shall be credited to eligible employees upon the
attainment of permanent status in the USPS and on each July 1 thereafter.
Your personal holiday must be taken prior to June 30 of the following year,
or it will be forfeited. Further, it must be taken as a full day, not in hourly
After three years of service, you as an A&P em-
ployee may take up to one semester (or its equiva-
lent) of leave for professional development which
must benefit both you and the university. This
leave must be approved by your department as
well as the vice president responsible for your area
of employment. Call Employee Development at
392-4626 for more information.
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 annual
leave, it is credited to you on the last day of each
Employee Handbook, page 47
Full-time A&P and USPS employees earn four hours each biweekly pay period.
Sick leave for part-time employees is earned in the same manner as annual
leave (that is, in proportion to the amount of time worked during each pay
period). There is no limit on the amount of sick leave you may accrue;
however, time earned prior to October 1, 1973, must be used first. Earned sick
leave may be approved for your time off from work because of your exposure
to contagious disease that may endanger others, for your personal visits to
doctors or dentists, and for your personal illness which includes impairment
caused, or contributed to, by pregnancy (see "Extended Leave," page 37), as
certified by the attending physician.
As an A&P or USPS employee, you also may use your sick leave in reason-
able amounts for illness or injury within your immediate family pending
supervisory approval. In instances of a serious health condition of you or a
member of your family, you may be eligible for an extended medical leave of
absence under the FMLA. See page 37 for details about extended leave,
including the definition of a serious health condition. 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 1/8 of unused credits earned prior to October 1, 1973,
with no limit, plus 1/4 of credits earned after October 1, 1973, not to exceed
480 hours. Previous employment with a city or county governmental authority
may entitle you to transfer a maximum of 480 hours of unused sick leave. Call
Processing and Records at 392-1204 for more details.
Your sick leave also may be used in reasonable amounts for the death of a
Employee Handbook, page 48
The University of Florida's sick leave pool is a
Sick way for employees to combine a portion of their
Leave Pool 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,
annual, and compensatory leave hours (if applicable) because of personal, not
family, catastrophic illness or injury.
To be eligible to participate in the sick leave pool, you must be appointed on
a faculty, A&P, or USPS line; have completed one year of employment with
the state of Florida; and have a minimum of 64 hours of sick leave on bal-
ance 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.
To enroll in the pool, you must submit an application for membership during
the October open enrollment period or within the 30 days following your
one-year anniversary. If you transfer from another state agency without a
break in service, you may apply for membership in the pool during your
first 30 calendar days of employment at the University of Florida. If you
are a transfer employee, you must have been employed by the state of
Florida for at least one year and have the appropriate number of sick leave
hours on balance.
A&P and USPS employees who wish to join the sick leave pool may call
Employee Development at 392-4626 for an application for membership.
(Faculty members also are eligible to join; however, the Academic Personnel
Office at 392-1251 coordinates their membership.)
Please note: Catastrophic injury or illness is defined as a severe condition or
combination of conditions affecting the mental or physical health of the
employee which has resulted in a life-threatening condition and/or has had a
major impact on life functions.
Employee Handbook, page 49
University Benefits in University Personnel Services
can give you detailed information on premium
rates, dependent coverage, and additional benefits
and options for any of the following plans. Univer-
sity Benefits, 422 Stadium, is open from 8 a.m. to 5
p.m. and may be reached by calling 392-1225. Your
personnel satellite offices also can provide you with
information about your employee benefits.
Discount cards may
You may purchase
Automobile automobile and
and under a contract be-
Homeowners tween the university and
a major insurance
Insurance carrier that serves large
the company and its agent may be obtained from
University Benefits. Although this is not a group
plan, payment of premiums can be handled through
be picked up at
422 Stadium, or
As a benefit of employ-
Discounts ment, you are eligible to
receive discount cards
for Disney World, Busch
Gardens, Sea World,
Cypress Gardens, Weeki Wachee, Silver Springs,
Wild Waters, Universal Studios, Six Flags Over
Georgia, and other attractions. Discount cards
may be picked up at University Benefits, 422
Stadium, or your personnel satellite office.
Employee Handbook, page 50
All faculty, A&P, and USPS employees paid from
Florida salary sources are eligible to participate in the
Flexible Florida flexible benefits plan. This plan has
1. The pre-tax premium plan deducts premium
payment 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.
2. By participating in a medical reimbursement account, 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
throughout the year before taxes are computed.
When you pay for a medical expense that qualifies for reimbursement, you
submit a claim to the Division of State Employees' Insurance along with
proof of the expense. After review, the state sends you a reimbursement
check. Thus, you ultimately pay certain medical expenses with money that
is not taxed because it is never reported as income.
3. A dependent daycare reimbursement account works in the same manner
as does the medical reimbursement account. This account allows you to
pay for daycare expenses with tax-free dollars.
Qualifying Status Change Events
As a result of participation in the Florida flexible benefits plan, employees
may make changes in their benefits package only during the first 31 days of
their employment, during a scheduled open enrollment, or in the event of a
qualifying status change event.
A qualifying status change event is a major change in family or employ-
ment status, including marriage or divorce; the death of a spouse or depen-
dent; 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 of you
or your spouse; a change in health coverage attributable to your spouse's
employment; and a change in a dependent's eligibility.
Employee Handbook, page 51
Any changes made with respect to insurance as a result of a qualifying status
change event must be in keeping with the event and must be made within 31
days of such event. Call University Benefits at 392-1225 for additional
In addition to the statewide State Employee Group
Health Self Insurance Plan (see page 53), Health
Maintenance Organizations (HMOs) are offered in
many counties throughout the state.
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. Premiums are the
same for both the traditional plan and the HMOs.
As of July 1992, the university contributes 83.7 percent of your cost for this
plan based on single coverage premium. If you are part-time, your premium
will be prorated based on your FTE. The university also contributes 74.1
percent of the cost for any dependent coverage.
Employees with spouses who work for any state of Florida government agency
(including the University of Florida) are eligible to enroll in the health
insurance spouse program. The spouse program combines the state's match-
ing 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
employees are appointed full-time. Please call University Benefits at 392-
1225 if your spouse also works for the state.
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 in excess of 90 days. This
income benefit is tax-free and can help maintain
an income source in the event of a disability.
Enyph/yce Handbuook, pae 52
This insurance is available for accidental death
and dismemberment coverage. Various cover-
age limits are available.
As a salaried employee, you may participate in
the State of Florida Employee Group Health Self
Insurance Plan and may choose either individual
or family coverage. Premium rates for the group
are given to each employee at the time of
payroll sign-up for both of these forms of cover-
age. This plan excludes any payment for
preexisting conditions that began within 6
months of the coverage effective date for the
first 12 months after joining. There is an option
available in the health insurance plan called
Preferred Patient Care (PPC). When you are treated by a PPC provider, you
have lower co-payments and deductibles than when you are treated by a non-
PPC provider. You will be given a list of these providers if you enroll in the
As of July 1992, the university contributes 83.7 percent of your cost for this
plan based on single coverage premium. If you are part-time, your premium
will be prorated based on your FTE. The university also contributes 74.1
percent of the cost for any dependent coverage.
Employees with spouses who work for any state of Florida government agency
(including the University of Florida) are eligible to enroll in the health
insurance spouse program. The spouse program combines the state's match-
ing 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
employees are appointed full-time. Please call University Benefits at 392-
1225 if your spouse also works for the state.
Enployc Hanrdbook, page 5 3
All salaried employees are eligible to participate
in State of Florida Group Life Insurance. The
university pays up to two-thirds of your premium,
based upon your FTE. This is decreasing term
insurance with your coverage amount being based
upon your age and salary.
Supplemental insurance plans are offered to
provide coverage for dental expenses and addi-
tional coverage for charges and deductibles
related to hospitalization, intensive care, cancer,
and short-term disability due to an accident or
sickness. All premiums deducted for these plans
must be deducted on a pre-tax basis. No waiver is
As a University of Florida employee, you may
Tax-Deferred purchase fixed, variable, flexible, or investment
A annuities from several companies by payroll
Annuities deduction. These annuities result in a tax defer-
ment 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.
Full-time USPS employees and A&P employees
may enroll on a space-available basis for up to six
credit hours of instruction at a SUS institution
each term without payment of registration fees.
Although you do not have to be accepted at the
university to take advantage of the tuition fee
waiver program, you must be admitted if you want
the course work to count toward the completion of
Employee Handbook, page 54
a degree. To find out more about the university's admissions guidelines,
please contact the Registrar's Office to ensure admission requirements are
completed well in advance of the time you want to begin your studies.
Fee waiver requests may be delivered to Classification and Compensation,
326 Stadium, or to your personnel satellite office.
Except for course work required by the university as an extension of training
for an employee's current position, all time devoted to course work during
working hours, including time taken traveling to and from classes, must be
charged to annual leave, compensatory leave, or leave without pay-unless
the employee's work schedule has been adjusted to accommodate the class
Please note: You are responsible for obtaining your supervisor's approval in
advance for any variations needed to your normal work schedule to accom-
modate your taking courses. You also must ensure that your supervisor knows
when you are away from the job to attend class. If your work unit cannot
afford the loss of your services, your supervisor may choose not to approve or
be unable to approve your taking courses during working hours.
This level-term life insurance program is available
University to all employees of the university with at least a
.50 FTE. Initially you may purchase $20,000 of
Term Life life insurance. In succeeding years, on the
Insurance anniversary date of the program, you may apply to
purchase up to $20,000 of additional insurance.
The total amount of insurance available is
$250,000. Requests for additional coverage
exceeding $20,000 may be submitted at any time along with a medical
application. You also may insure your spouse and/or children for up to 50
percent of your coverage at additional cost.
Employee Handbook, page 55
You may elect to purchase U.S. Savings Bonds
U.S. Savings through payroll deduction. The amount of your
deduction will vary depending on the bond
Bonds denomination you choose and the rate of your
bond purchases. For example, you may choose to
purchase a bond each pay period or spread the
purchase of a bond over several pay periods. Once you have enrolled in this
program, your biweekly deductions will continue until you terminate your
employment or cancel your enrollment. Call University Benefits at 392-1225
in order to enroll or to find out more about the program.
Employee Handbook, page 56
One of the best benefits you receive as a university
employee is membership in the Florida Retirement
System (FRS). This system is combined with social
security to assist you by providing an income for your
later years or in instances of an unforeseen disability.
Since January 1, 1975, the University of Florida has
assumed total contributions for all FRS members.
After ten years of service, you have vested rights in
the retirement system and may retire at age 62 with
full benefits or at an earlier age with reduced
benefits. Annual benefits are figured on an average
of your best five years of earnings multiplied by 1.6
percent of your years of service with the state. Thirty
years of service also will give you full benefits upon
retirement, regardless of your age.
If you work past age 62 or 30 years of service, your
benefit rate for retirement will increase until you
reach age 65 or 33 years of service.
The FRS 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 available through University of
Florida payroll deduction.
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 contribu-
tions in your account and retain your retirement
credits in case you are reemployed with an FRS
employer at a later date.
Since January 1,
University of Florida
has assumed total
contributions for all
Emnployee Handbook, pae,'c57
Upon returning to work, you may purchase prior service credit for which you
previously received a refund. Also, any other previous FRS service will be
credited to you immediately upon reemployment. This amount is based on a
percentage of your annual salary and would include interest compounded
You will have social security coverage under the FRS or ORP as described
Please contact University Retirement, University Personnel Services, at 392-
4941, PO Box 115005, 419 Stadium, for more information. Also, please
contact this section at least 90 days prior to your anticipated retirement date,
so they may help you with the application process necessary to begin receiv-
Certain A&P employees may participate in the
Optional Retirement Program-or the ORP. With
this plan, the university will contribute a percent-
age 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 which you have selected. In the ORP,
you are vested immediately.
You will have social security coverage under the FRS or ORP as described
above. Please call University Retirement at 392-4941 for details.
Employee Handbook, page 58
The Employee Relations
Personnel section of University
Satellite personnel Services
encourages and pro-
Offices motes a positive working
through the efforts of its
satellite offices located in the Health Science
Center, Institute of Food and Agricultural Sciences
(IFAS), and Physical Plant Division. The personnel
satellite office in the Physical Plant Division also
addresses the needs of Auxiliaries as well as the
Education and General (E&G) budgetary unit.
These offices provide a comprehensive, service-
oriented employee relations agenda. This involves
assistance with performance appraisals, disciplin-
ary actions, grievances, and appeals. Additional
services include an employee medical evaluation
program, assistance with tuition fee waivers,
employment and classification information, layoff
coordination, exit interviews, and the probationary
employee follow-up program. Employee Relations
also develops and presents a variety of training
programs in partnership with Employee Develop-
ment; coordinates five employee recognition award
programs; and provides new employee orientation
as well as payroll and benefits sign-up.
Relations section of
promotes a positive
the efforts of its
satellite offices ...
Employee tH..1... t page 59
The University of Florida encourages all staff
Standards for members to contribute to a positive and produc-
Performance tive environment in which to work and learn.
With this in mind, the university has established
and Conduct- Standards for Performance and Conduct. These
USPS standards seek to help administrators, supervi-
sors, and employees understand and interpret the
university's expectations of its work force.
While the majority of university employees never need discipline, exceptions
do occur. Disciplinary actions may include oral reprimands, written repri-
mands, 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. As a result, we
all benefit from stronger employer-employee relationships at the University
* Absence Without Authorized Leave
* Conduct Unbecoming of a Public Employee
* Conviction of a Crime
* Drinking on the Job or Reporting to Work Under the Influence
* Reporting to Work Under the Influence of, or Use of,
* Possession, Sale, Distribution of Alcoholic Beverages or
* Improper and/or Careless Use or Operation of State, Board of Regents,
or University Property or Equipment
* Leaving Work Area or Duty Assignment Without Authorization
Employee Handbook, page 60
* Possession of Unauthorized Weapons and/or Firearms
on University Property
* Sexual Harassment
* Sleeping on Duty
* Strike or Concerted Activity
* Theft or Stealing
* Threatening and/or Abusive Language
* Unauthorized Solicitation
* Unauthorized Use of State, Board of Regents, or University Property,
Equipment, or Personnel
* Unsatisfactory Attendance
* Unsatisfactory Work Performance Including Continued Inefficiency,
Inability to Perform Assigned Duties, and/or Substandard Performance
of Assigned Duties
* Violation of Safety Practices
* Willful Falsification of Records
* Willful Violation of the Provision of Law, University Rules,
Regulations, or Policies
Off-the-job offenses of habitual drunkenness or drug addiction as well as
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 personnel satellite
office or other appropriate section in University Personnel Services. For
additional information about some of these issues, please see "Policies to
Know," page 74, of this handbook.
The university does not approve of arbitrary
Right of action and strives to ensure each disciplinary
action is for just cause. Therefore, all USPS
Appeal- employees with permanent status have the right to
USPS appeal the following disciplinary actions to an
arbitrator. Some employees also may appeal in
accordance with an appropriate collective
Employee Handbook, page 61
* Involuntary Demotion
* Layoff (only when state policy is not followed)
* Disciplinary Reduction in Pay
* Transfer (in excess of 50 miles from employee's current work location)
A hearing by an arbitrator is your guarantee of fair and equitable treatment.
In some cases, the arbitrator has the right to reduce a dismissal to a suspen-
sion or reduce a suspension period's length of time.
If you are a permanent USPS employee, you will be provided your rights as a
USPS employee, as well as any appeal forms, should an appealable action
Because the University of Florida encourages
Grievance informal resolution of grievances, your immediate
Procedures supervisor is available to help you resolve any
work-related concerns or misunderstandings you
may have. Should this type of informal resolution
be unsuccessful, you may choose to initiate a
formal grievance. A formal grievance establishes the right to a hearing and
offers you certain steps toward a solution. USPS and A&P employees have
different grievance procedures; therefore, please contact your personnel
satellite office for assistance. A USPS employee who has not attained
permanent status may bring a grievance to the attention of his or her immedi-
ate supervisor. If the immediate supervisor's decision does not resolve the
matter, the employee may discuss the grievance with the next level of
supervision whose decision will be final.
A&P employees may be laid off only as a result of
Layoff-A&P the following reasons: 1) adverse financial
circumstances; 2) reallocation of resources; 3)
reorganization of degree or curriculum offerings or
requirements; 4) reorganization of academic or
administrative structures, programs, or functions; and/or 5) curtailment or
abolishment of one or more programs or functions.
Employee Handbook, page 62
Under these circumstances, in determining the A&P staff member to be laid
off, the University of Florida President or his designee shall take into consider-
ation appropriate factors, including but not limited to, performance appraisals
by supervisors; the A&P staff member's education and training, professional
reputation, and length of service; and the affirmative action obligation of the
institution and the SUS. At a minimum, a 45 calendar-day notice of layoff
will be provided.
For one year following layoff, an out-of-unit employee who has been laid off
and who is not otherwise employed in an equivalent full-time position with
the university will be offered reemployment should the same or similar
position as was held at the time of layoff become available. Any offer of
reemployment must be accepted within 15 days after the date of the offer. In
the event such offer of reemployment is not accepted, the employee will
receive no further consideration under university recall policy. A&P layoff
rights are not applicable to employees appointed to positions funded from
"soft money." Please call your personnel satellite office with questions.
There are only three conditions that can cause a
Layoff- USPS layoff situation at the University of Florida:
USPS 1) a material change in duties or organization
requires abolishing a position; 2) a work program
ends, thus jobs connected with it no longer are
needed; and/or 3) sufficient funds no longer are
available for salary payments.
Once it has been determined that a position is to be abolished and an
employee must be laid off-and after approval has been obtained from
appropriate administrators-vacant positions and employees in probationary
status in the affected class in the same department, college, division, and
then university-wide, respectively, are reviewed for possible resolution of the
If there are no vacant positions or probationary employees in the affected
class in the same department, college, division, or university, then retention
points are calculated for all employees who have permanent status in
the affected class. If the retention point calculation process concludes that
an employee whose position is to be abolished has more layoff retention
points than another employee who is employed in the same class, then the
Employee H.i ,, ..... page 63
employee with the most retention points will be reassigned to the other
employee's position, provided realistic qualifications for the position are met
or can be obtained within six months of training.
The employee's ability to perform the duties of any job from which an
employee is to be displaced is determined based upon the position description
and credentials documented in the employee's personnel file. At a minimum,
a 45 calendar-day notice of layoff will be provided.
For one year following his or her layoff, a USPS employee shall be offered
reemployment when a vacancy occurs or a new position is established in the
same class from which he or she was laid off, provided the employee meets
any realistic qualifications for the position. An employee appointed to fill a
full- or part-time contract, grant, or auxiliary position which has been desig-
nated as a time-limited appointment will not have layoff rights. Please call
your personnel satellite office with questions.
Your personnel file is kept and maintained by
Your Processing and Records. This file includes your
Personnel application, performance appraisals, deficiency
reports, changes in work or personal status, and
File any other information pertinent to your job at the
University of Florida. We depend on you to help
us keep your personnel file up to date. However,
because of space restrictions for our records, we
only are able to add to your file that information which is necessary to support
your work status at the university. Please call Processing and Records at 392-
1204 for instructions regarding changes concerning your name, address,
telephone number, etc.
An employee's visa status affects appointment
Visa Status eligibility as well as tax liability and departmen-
tal FICA requirements. Please provide Processing
and Records with any changes in visa status so as
to avoid retroactive tax liability.
Employee Handbook, page 64
You will want to practice
Workers' good safety habits and
Compensation observe appropriate
precautions at all times
for the protection of
yourself and your
coworkers. Even then, accidents or injuries on the
job, at times, can happen. If you sustain a work-
related injury, your medical expenses and a portion
of your earnings are covered under workers'
The University of Florida 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 under-
standing 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.
The University of Florida workers' compensation
program is built around an insurance plan provided
by the university and the state of Florida. This plan
has two components. First, it pays all reasonable and
necessary medical care if you, as a university em-
ployee, 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. Coverage begins
the first day you are on the job.
Under the first component, workers' compensation
medical care provides such things as surgical,
hospital, and dental care resulting from a work-
Employee Handbook, page 65
The University of
providing a safe
which faculty, staff,
and students may
work and study.
related injury or illness. Also included are items such as drugs, braces,
crutches, and other medical supplies when prescribed by a doctor. Reha-
bilitation services also may be available to certain injured workers who
need help returning to the workplace.
Under the second component, you generally are entitled to receive 66 2/3
percent of your pre-injury average weekly wage up to a maximum established
by the workers' compensation law for the year in which the injury occurred.
Your average weekly wage normally is determined by combining your total
gross earnings (before taxes) for each of the 13 weeks before the injury and
then dividing the total by 13. Gross wages include the value of certain
employee benefits (i.e., university contributions for health insurance) unless
the university continues to provide the benefit during your recovery period.
An injured worker's first seven days of absence due to a work-related injury or
illness are covered by paid leave that is not charged against the employee's
individual accrued leave balances. This benefit is provided to all university
employees, except for OPS and volunteer employees.
Please contact the Workers' Compensation Office, University Personnel
Services, at 392-4940, PO Box 115008, 432 Stadium, with questions.
The University of Florida is held responsible for all costs associated with
accidental injuries and occupational diseases arising out of and in the course
of employment as well as diseases and infections resulting from such injuries.
Coverage also is extended to deaths resulting from such injuries if they occur
within a specified period of time.
If you know of a situation of workers' compensation fraud, please call the
Department of Insurance, Bureau of Workers' Compensation Fraud, at 1-800-
378-0445 or (904) 922-3116. You can remain anonymous.
Employee Handbook, page 66
If You Are
ment. If you do not work
1. Notify your supervisor immediately. You and
your supervisor should complete a First Report of
Injury or Illness (FRII) form. Even if you do not
think you need medical attention, you still should
complete the FRII.
2. If you require medical attention, take your
copy of the FRII and go to the Student Health
Care Center (the University Infirmary) for treat-
on the main campus, your supervisor will direct
you to the university-authorized medical facility for your work unit. Again,
take your copy of the FRII with you to that facility. If the injury occurred
after hours but during your work schedule, or if it is an emergency, go to an
urgent care center or emergency room immediately. Do not go to your
personal physician; workers' compensation will not cover that.
3. Tell the medical provider that your injury is work-related and show your
FRII. You are not required to pay for any treatment authorized by the
4. Provide your supervisor and the University of Florida Workers' Compensa-
tion Office with medical documentation of your work status, and inform both
of any subsequent changes. All requests for time off due to an injury must be
supported in writing by the treating physician.
5. Advise the Workers' Compensation Office of the date that you can return
to work and/or length of time it is anticipated that you will be "off the job."
6. Submit any medical notes or instructions concerning your medical status
related to the on-the-job injury to your supervisor immediately.
Please call the Workers' Compensation Office at 392-4940 for details.
Employee Handbook, page 67
Contact the Workers' Compensation Office
1. With questions concerning the recording of time while you are on workers'
2. For instructions if you are continuing to have medical problems related to
the injury and need additional medical care.
3. If your office/department has difficulty accommodating your doctor's
release to perform modified duty work.
The university's modified duty program is de-
Modified signed to meet the legislative intent of the 1993
Duty Program revisions to state of Florida workers' compensa-
tion law. The revised law strongly encourages
employers to return injured workers who have
been released to perform work with limitations
back to the workplace. This program provides the employee with the
opportunity to continue to be a productive worker, to maintain a sense of
value to the university, and to suffer a minimum loss of income. At the
same time, the university benefits from the continued productivity of a
The modified duty program at the University of Florida begins when the
university-authorized care provider releases the injured employee to return to
modified duty work. The primary responsibility for identifying and assigning
the modified duties rests with the department chairperson or director of the
injured employee's department, although identification of the modified duties
should be based on input received from a university-authorized care provider.
The university's modified duty program operates within certain limitations and
places certain obligations on the injured employee. Please call the Workers'
Compensation Office at 392-4940 for details.
Employee Handbook, page 68
Airm v Ac
Works for You
ment applies to students,
The University of Florida
is committed to nondis-
crimination on the basis
of race, color, marital or
veteran status, sex,
religion, creed, national
origin, political opinions
or affiliations, age, or
disability. The commit-
faculty, 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 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 affirmative action in employment practices, the
university follows the employment procedures set
forth in the Florida Administrative Code, SUS and
university rules and policies, collective bargaining
agreements, and an 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 university practices.
believes in equal
conform to both the
spirit and the letter
of all laws against
Employee Handbook, page 69
These practices relate to recruitment, examination, appointment, training,
promotion, demotion, compensation, retention, discipline, separation, and/or
other employment practices. Further, in accordance with the SUS's commit-
ment to equal opportunity, vacant permanent positions are announced for a
minimum of two weeks prior to filling. The University of Florida shall likewise
assure equal opportunity/equal access to any disabled person, 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 Affirmative Action Office at 352 Tigert
Hall, 392-6004. All complaints shall be treated in accordance with the
procedures set forth by law or Florida Administrative Code.
Employee Handbook, page 70
Upon request, the
Reasonable University of Florida
Accommodation provides reasonable
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.
adjustment to the
job, the work
environment, or the
way things usually
are done that
enables a qualified
individual with a
disability to enjoy
Employee Handbook, page 71
It is the policy of the University of Florida to extend reasonable accommoda-
tion 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 employ-
ment 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
All requests for accommodations will be evaluated on an individual basis to
determine the appropriateness of the request. Moreover, employment oppor-
tunities shall not be denied because of the need to make reasonable accom-
modations to an individual's disability.
To request a reasonable accommodation, contact your immediate supervi-
sor, and make your request known. At that time, it will be necessary to
complete the "Reasonable Accommodation Based on Disability Request
Form." If you have any questions at any time during the process, you
may contact the ADA Office, located in 31 Tigert Hall, 392-7056 (voice),
Individuals are encouraged to report any special
Identification needs to the University Police Department so
of Special that they may be protected by the university's
program to ensure their safety during emergency
Needs procedures. Information maintained by the
University Police Department (obtained via this
effort) is made available to an emergency
response team when a crisis situation such as a fire occurs. A form to
facilitate the reporting of these special needs such as mobility concerns,
difficulty hearing alarms, or limited vision is available from the University
Police Department, University Personnel Services, or Environmental Health
If you need assistance completing the form, or want more information about
special services available to students and staff with disabilities, contact the
Employee Handbook, page 72
The University of Florida provides special parking
Medical and for individuals with temporary disabilities which
Disabled create ambulatory problems. University of Florida
full-time faculty and staff may apply for temporary
Person disabled parking at either decal office by submit-
Parking Info ting a letter from a doctor stating the nature of the
disability and the length of time needed. If more
than 90 days are required, the individual will be
given an application to submit to the Alachua
County Tag Agency requesting a temporary state of Florida disabled person
parking permit for up to 90 days or a permanent permit for up to four years.
(Please see "Business Services" on page 90 for general information about
parking at the University of Florida.) Disabled parking permits are to be used
only by the disabled person and may not be used by anyone else.
The Student Traffic Court sponsors the "Handi-Van"
that, when called, will transport employees and
students to and from their job, classes, or dorm.
Please call 376-3236 and ask for Mobile 482,
Monday through Fridays, 7 a.m. to 4 p.m.
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).
Employee Handbook, page 73
of the individual as
well as the
will be respected.
The policy of the Univer-
AIDS sity of Florida is to treat
cases of HIV infection on
a case-by-case basis.
When a case of HIV
infection or full-blown AIDS comes to the attention
of the university-whether student, faculty, or staff
member-the director of the Student Health Care
Center, with the permission of the affected indi-
vidual, will review the case, advise the university,
and assist in the coordination of resources and
services. The confidentiality of the individual as
well as the individual's welfare will be 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 AIDS or HIV infection from other individuals in
the educational or work setting. Further, it is the
policy of the university to provide education which
seeks to prevent the spread of HIV infection and to
strongly encourage those who are infected or who
wish to know whether they are infected to seek
early diagnosis and intervention, which are crucial.
The University of Florida considers AIDS to be a
disability-thus, existing support services may be
used by students or employees who are disabled by
AIDS or HIV infection.
For more information, please contact the official
University of Florida resource: the director of the
Student Health Care Center at 392-1161, ext. 220.
You also may call Employee Development at 392-
4626, the Health Science Center Personnel Office at
392-3786, IFAS Personnel at 392-4777, or PPD/E&G/
Aux. Personnel at 392-2333 for assistance.
Employee Handbook, page 74
The University of Florida is committed to
Drug-Free providing a campus environment free of the abuse
Workplace 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
The unlawful manufacture, distribution, dispensation, possession, or use of a
controlled substance or the unlawful possession and use of alcohol are harm-
ful 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, Rule 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 rules of the Board of Regents, and the rules of the University
Under Florida law, no person may possess substances regulated under the
provisions of Chapter 893, Florida Statutes (controlled substances and "de-
signer drugs"), unless dispensed and used pursuant to prescription or otherwise
authorized by law. Sale and delivery of such substances is 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 Regents
rules and/or collective bargaining agreements. Student organizations also may
be sanctioned for violation of these policies and laws. Additionally, a viola-
tion 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
Employee Handbook, page 75
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 of Florida and its employees:
1. An employee shall notify his or her supervisor or other appropriate man-
agement 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 viola-
tion 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 rehabilita-
Please call one of the following sections of University Personnel Services-
Employee Relations at 392-1072, your personnel satellite office, or Employee
Development at 392-4626-with questions you may have about university
policies and procedures. If your questions are about faculty and faculty OPS,
please call the Faculty Relations Office, Academic Affairs, at 392-1254.
Questions about students may be directed to Student Affairs at 392-1274 or the
Office of Research and Graduate Education at 392-4646. Detailed information
about alcohol consumption, the use of illegal drugs, and the misuse of pre-
scription and other drugs may be obtained by calling the Campus Alcohol and
Drug Resource Center at 392-1261.
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 see your supervisor with questions.
Employee Handbook, page 76
Staff and faculty with a reasonable basis for
Fraudulent believing fraudulent or wrongful acts have oc-
or Other curred have a responsibility to report such inci-
dents to the Office of the Inspector General (OIG)
Wrongful of the University of Florida and should not confront
Acts the individuals who may be investigated. Employ-
ees also should not initiate investigations on their
own because such actions can compromise any
ensuing investigations. The OIG will work in
consultation with General Counsel, university administrators, law enforcement
personnel when appropriate, and other levels of management in instances
where 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 OIG'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 com-
pleted 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 OIG will be communicated in a
written report to the appropriate university administrators and to the University
of Florida President.
Employees found to have participated in fraudulent or other wrongful acts will
be subject to disciplinary action, up to and including termination of employ-
ment and prosecution if appropriate. University Personnel Services is avail-
able to assist with disciplinary matters involving A&P and USPS employees
and should be consulted prior to taking such actions. The Faculty Relations
Office is available to assist with all disciplinary matters involving faculty
members. 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
Employee Handbook, page 77
The University of Florida is committed to main-
Sexual training an environment free from sexual harass-
Harassment ment. Its policy is clear: no member of the
university community may sexually harass
another community member or a visitor to the
Sexual harassment occurs in a variety of situations which share a commonal-
ity-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 rules 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 commu-
nity. Any employee or student who has knowledge of sexual harassment is
encouraged to report it to the appropriate dean or director. Employees with
supervisory responsibility who have knowledge of sexual harassment are
required to report the matter directly to a university official. The requirement
for reporting incidents of sexual harassment only applies to situations where
the relationship between the individuals involves a supervisory role or
responsibility. Reporting peer-to-peer communication is not mandated.
Complaints shall be dealt with, and appropriate action shall be taken.
The law and university policy provide sanctions for any employee with
supervisory responsibility who fails to report incidents of sexual harassment.
In addition, there are sanctions for any person who files a false complaint of
sexual harassment or who takes retaliatory action against someone who files
a sexual harassment complaint. Sexual harassment at the University of
Florida will not be tolerated and should not be ignored.
Call the Affirmative Action Office at 392-6004 with your questions or con-
cerns about sexual harassment, including for information about reporting
procedures, or attend a sexual harassment conference sponsored by the
Affirmative Action Office and University Personnel Services. Call 392-4626
Employee Handbook, page 78
Indoor Air Act
The Florida Clean Indoor Air Act of 1992, imple-
mented by Section 386.201, Florida Statutes,
became effective October 1, 1992. This act
prohibits smoking in enclosed indoor areas, other
than those specifically designated as smoking
areas, and further forbids designation of any
smoking areas in educational facilities.
Accordingly, the University of Florida's policy forbids smoking areas to be
designated within any university facility including, but not limited to, class-
rooms, offices, dining facilities, student residential facilities, or any other
building owned or leased by the university. This policy is consistent with the
smoking policy of the SUS of Florida.
Each department chair and director is responsible for ensuring policy compli-
ance within their areas. See Administrative Affairs Memorandum Number 146
for additional details
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 faculty, 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 indi-
vidual violator. Because such violations also are against university policies
and rules, 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). The policy listed
above is adopted herewith in partial compliance with Information Technolo-
gies and Services' responsibilities in the role of the university's information
Questions about this policy may be directed to Information Technologies and
Services at (904) 392-4519, e-mail: firstname.lastname@example.org
Employee Handbook, page 79
Training and employee development workshops help
provide employees with opportunities to learn new
skills and polish old ones. Through participation in
training and development, good employees become
even better. Not only do they come away with
improved skills, they also acquire the kind of confi-
dence 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, career
development courses, and GED preparation.
agenda is coordinated by
its Employee Develop-
Attendance at these training programs is typically
counted as time worked. Certain programs, how-
ever, that are not directly related to your work
environment may be held during or around the
typical lunch hour to lessen the impact of your
absence from work.
* USPS employees must get permission from their
supervisors to attend these sessions.
Employee Handbook, page 80
* Training programs offered by University Personnel Services are a benefit of
employment. As such, no charge is assessed to you or your department for
attendance at most of these programs.
Program schedules usually are announced as needed via a training calendar
called the Training Connection. Schedules also are provided in the "Univer-
sity Digest," which may be found in the Independent Florida Alligator. A
training calendar also typically is printed in the spring of each year and is
provided to all university employees. Please also reference the university's
"Calendar of Events" provided via the university's home page on the World
Wide Web (http://www.ufl.edu).
While our training programs generally are held in room 316 or room 451 of
the stadium, programs can be scheduled on-site throughout the university's
campus and at off-campus locations per departmental request. For information,
please call Employee Development at 392-4626.
Programs currently offered by University Personnel Services include:
The Supervisory Challenge
The supervisory challenge is designed to provide University of Florida supervi-
sors, regardless of level or length of service, with meaningful information
about successfully addressing the ultimate challenge: managing people for
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 certifi-
cation attend three 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 supervi-
sors 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 performance evaluations; interviewing and
hiring; supervisory style; difficult employee situations; planning, setting
priorities, and delegating; and stress management. Additional modules are
added as interest and need are identified; please call Employee Develop-
ment at 392-4626 for details.
Employee Handbook, page 81
Beyond those 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 University of Florida employee in mind!
From technical and policy-driven issues at our university (leave and time
cards, for example) to programs dealing with personal and professional
development, you can expect to find a program that is right for you. Our
most popular programs deal with communication, listening, and customer
service. Reviews of grammar and writing also are available, as are sessions
that address contemporary workplace issues such as diversity. Please see a
current Training Catalog or Training Connection, provided by Employee
Development, for program offerings.
Career development courses are skills-based
Career initiatives that give employees the benefit of a
classroom environment. Topics addressed via the
Development career development courses have included ac-
Courses counting for nonprofit organizations, business
English, business writing, introduction to account-
ing (bookkeeping), Lotus 1-2-3, Microsoft Word for
Windows, WordPerfect, keyboarding (the equiva-
lent of typing), medical terminology, and office technology. (You must have at
least a high school diploma to participate.)
* Career development courses last ten weeks and meet two hours a day twice
* Half of the time spent in class if during the employee's normal work sched-
ule is counted as time worked; the other time must be taken by the employee
as annual leave, compensatory leave, or leave without pay. An employee also
may adjust his or her workweek to make up this time, pending supervisory
* There is no cost to take these courses-although employees must purchase
their textbooks (typically $30 each).
Employee Handbook, page 82
* These courses usually are held at the Santa Fe Community College's down-
town center or in room 451 of the stadium. Employee participation is limited
to one class per cycle.
In order to participate, employees must be nominated by their supervisors.
Call Employee Development at 392-4626 for details.
GED preparation courses are designed for
GED University of Florida employees who do not have
Preparation their high school diplomas.
Courses There is no charge for participation in a GED
All of the time spent in a GED preparation
course if during the employee's normal work schedule is counted as
* Classes typically meet twice a week for two hours each time. Because there
is no time limit for completion, independent study semesters may be appropri-
ate for some employees depending upon their skill levels.
* Classes are held typically in room 451 of the stadium.
* In order to participate in GED preparation, an employee must be nominated
in writing by his or her supervisor. Call Employee Development at 392-4626
Employee Handbook, page 83
This counseling is
available for all
Davis Awards recognize and
Productivity reward state employees
who perform "above and
Awards beyond the call of duty"
via their measurable,
documented, and veri-
fied productivity in-
creases, cost savings, unusual innovation, or other
forms of performance that meet or exceed established
All state government personnel are encouraged to
nominate either individuals or organizational units
whose work demonstrates exemplary performance
and productivity or a newer, more creative ap-
proach to solving governmental problems. This
program is made possible by Florida TaxWatch.
More information about Davis Productivity Awards
may be obtained by contacting Employee Relations
at 392-1072 or by calling Florida TaxWatch at (904)
The University of
Employee Florida's Employee
Assistance Assistance Program, or
EAP, is an on-campus
Program service designed to
provide University of
Florida employees with
assistance and confiden-
tial counseling from professionals. This counseling
is available for all university employees-faculty,
Employee Handbook, page 84
A&P, USPS, OPS, and student employees. The EAP is a confidential service,
with only you and the EAP counselor knowing if and/or when you use it.
By calling 338-9834, you can receive help with many kinds of personal,
family, and workplace problems from EAP counselors who are professionally
trained with graduate credentials in human services professions.
The EAP, for instance, can help if you are having problems related to family
or marital crisis; emotional distress; drug or alcohol abuse; difficulties with
relationships; or problems associated with life situations, such as parenting,
loss of a loved one, caring for an elderly parent, financial difficulties, or
impaired personal health.
There is no cost for services provided directly by EAP counselors. When
and if you are referred to an outside counseling source, EAP staff members
will help you make the best use of your health insurance, HMO, or other
Questions or requests for assistance should be directed to the EAP profes-
sionals at 338-9834.
The Incentive Efficiency Program, or IEP, seeks to
improve the quality of the University of Florida
through the reallocation of existing resources and
the generation of new revenues. A unique
feature of the program is individual employee
incentive bonuses which may be awarded for
proposals that generate permanent, tangible,
recurring savings or new revenue sources.
Further information and suggestion forms for the IEP may be obtained by
calling Employee Relations at 392-1072.
Employee Handbook, page 85
The Superior Accomplishment Awards
Superior Program gives you the opportunity to nomi-
Accomplishment nate that faculty member, A&P employee, or
USPS staff member who makes the extra
Awards effort to succeed. This awards program
P m honors employees who contribute outstand-
Program ing and meritorious service in their fields. It
also seeks to recognize those employees who
have made exceptional contributions to the
university's efficiency and economy or to the quality of life it provides stu-
dents and employees.
Superior Accomplishment Awards are given at the end of each spring semester
for the period covering the previous academic year of August 1 to July 31. The
awards are given in the following six categories, first at the division level and
then at the university level: faculty service, A&P, USPS support services, USPS
scientific/technical, USPS clerical/office support, and USPS administrative/
supervisory. A nominee who wins at the divisional level will receive a cash
award of $100 and a personal memento from the President's Office. From the
divisional winners, six employees-one from each category-will be chosen
as an "employee of the year" and will be awarded $1,000 as well as a per-
Any student, member of the general public, or employee is eligible to nomi-
nate employees-faculty and staff-who are at least .75 FTE for these awards.
See your department chair or director for more information or call Employee
Relations at 392-1072.
Employee H H.... i. page 86
We think it is important
for you to be a well-
Therefore, we keep lines
of communication open
by designing notices and
policy statements for
posting on bulletin
boards located in UF buildings, by sending
information directly to you that should be of
immediate concern to you, and by providing
memoranda and bulletins to your supervisor that
call attention to new or revised policies, practices,
University Personnel Services also produces the
University of Florida Perspective, a quarterly
newsletter designed to provide information about
the university's personnel program; Training
Connection, an as-needed training calendar that
provides information about available programs; a
brochure series, Understanding ..., that explains
various aspects of personnel; and other publications
designed with the University of Florida employee
Call Employee Development at 392-4626 for more
information or to be added to the Training
Connection mailing list.
We think it is
important for you to
be a well-informed
Employee Handbook, page 87
The Personnel Advisory Committee serves to help
Personnel enhance communication between the university
Advisory community and University Personnel Services.
Charged with adding insight into University of
Committee Florida personnel activity, the committee is
composed of faculty and staff representatives from
across our campus.
University Personnel Services is your personnel
Your division. As always, we continually strive to
Feedback Is improve the service we provide to the university
community and encourage you to call us with
Important questions, suggestions, or concerns. Please
reference the following list if we may be of
PO Box 115000, 337 Stadium, 392-1075, SC 622-1075
Jack Heidler, Director email@example.com
Bob Willits, Associate Director firstname.lastname@example.org
Central Employment Center
PO Box 115002, 4th Floor Stadium, 392-4621, SC 622-4621
Stewart Mixon, Assistant Director email@example.com
Hiring procedures for USPS and A&P employees, information for new and
internal applicants, career counseling sessions, ACCESS, and orientation for
Classification and Compensation
PO Box 115001, 326 Stadium, 392-1213, SC 622-1213
Steve Wing, Assistant Director firstname.lastname@example.org
Position descriptions, position reclassifications, and tuition fee waiver forms.
PO Box 115006, 329 Stadium, 392-4626, SC 622-4626
Jodi Gentry, Assistant Director email@example.com
Performance appraisals, leave policies, sick leave pool, training programs,
career development and GED courses, employee handbook, and the
Employee Handbook, page 88
PO Box 115003, 317 Stadium, 392-1072, SC 622-1072
Don Monroe, Assistant Director firstname.lastname@example.org
Employee grievances, employee recognition and awards programs; oversees
Workers'/Unemployment Comp. and personnel satellite offices.
Health Science Center Personnel Satellite Office
PO Box 100346, Room H-8, 392-3786, SC 622-3786
Jan Eller, Manager email@example.com
IFAS Personnel Satellite Office
PO Box 110130, G027 McCarty, 392-4777, SC 622-4777
Grant Cochrane, Manager firstname.lastname@example.org
Physical Plant Division/E&G/Auxiliaries Personnel Satellite Office
PO Box 117700, 106 Bldg. 702, 392-2333, SC 622-2333
Denise Bogart-Caballero, email@example.com
PO Box 115008, 432 Stadium, 392-4940, SC 622-4940
Henry Zunker, Manager firstname.lastname@example.org
PO Box 115007, 422 Stadium, 392-1225, SC 622-1225
Peter Maren, Assistant Director email@example.com
Insurance-related activities and special events such as discounted tickets to
PO Box 115005, 419 Stadium, 392-4941, SC 622-4941
Joanne Dice, Assistant Director firstname.lastname@example.org
Most university retirement programs, retirement planning, and tax-sheltered
annuities. Oversees Processing and Records.
Processing and Records
PO Box 115004, 429 Stadium, 392-1204, SC 622-1204
Employment-related and payroll paperwork, employment
verifications, and name/address changes.
Employee Handbook, page 89
The Business Services Division is dedicated to
providing innovative and essential services and goods
to support the university community in its academic
Services Division is
Parking Services is responsible for
the regulation of vehicles
for faculty, staff, students,
and commercial organi-
zations. This office 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 in all areas of campus between 7:30
a.m. and 3:30 p.m., Mondays through Fridays. Please
call 392-8048 for more information.
essential The Gator One Card is
ID Cards the official picture ID
and goods card of the University of
Florida. It eventually
ipport the will enable the campus
university to gain access to all services with just one card. The
Gator One Card is required for all students, faculty,
unity in its and staff. The card costs $10, and replacement cards
are $15. Generally, an employee's department will
c mission. pay for the first card for faculty and staff. If you lose
your Gator One Card, call the ID Card Services at
392-UFID to deactivate the card.
Employee Handbook, page 90
In order to receive your Gator One Card, please bring photo identification and
the properly completed photo authorization form from your department to ID
Card Services. Call 392-UFID for more information.
Gator Dining Services, which is operated by a
Gator Dining professional food-service contractor, strives to
provide a pleasant dining experience. There are
18 convenient dining locations across campus.
Gator Dining Services is open Mondays through
Friday, 8 a.m. to 4 p.m., and may be reached at 392-2491 or in room 160 at
the Reitz Union.
The UF Bookstores serve the university commu-
nity as a source for required and non-required
books and supplies. The UF Bookstores also
provide a variety of services including special
orders for unusual books, check cashing, and
An electronics store called the Technology HUB, which is located on the
second floor of the HUB, also is part of the UF Bookstores. This store sells
popular brands of computers, software, calculators, telephones, and electronic
supplies at educational discount prices.
Printing and Graphic Services provides the
Printing and university with a multitude of printing, copying,
and graphic services, including the offset printing
Graphics of newsletters, brochures, pamphlets, posters, and
inserts. They also provide bindery work, number-
ing, and die cutting and keep a stock of required
university forms which departments may order. This department also carries
a large variety of paper in different weights, finishes, and colors. Four quick-
copy centers located across campus are operated by Printing and Graphic
Employee Handbook, page 91
The 1,800 seat
theatre attracts a
The Center for the
Center for the Performing Arts opened
in January 1992 with
Performing three sold-out perfor-
Arts mances of Cats. The
1,800 seat state-of-the-
art theatre attracts a
multitude of national,
international, and local performers each season. The
center's main stage features computerized lighting
and sound systems, a sophisticated fly system for
lights and scenery, and an adjustable stage that
allows for an orchestra pit. In addition, the facility
features a 200-seat black box theatre that can be used
for experimental theatre as well as for small musical
theatre productions, recitals, and receptions. Located
on Hull Road near SW 34th Street, the center also
offers a number of educational programs for its
patrons and Alachua county students.
The Florida Museum of
Florida Natural History was
created by an act of the
Florida Legislature in
Natural History 1917 as a department of
the University of
Florida. Through its
affiliation with the
university, it carries dual responsibility as the Florida
museum and the university museum. The museum is
located at the corner of Museum Road and Newell
Employee Handbook, page 92
Drive in a modern facility completed in 1970. The public halls are open from
10 a.m. until 5 p.m., Mondays through Saturdays, and 1 to 5 p.m. on Sundays.
The Museum is closed on Christmas Day. There is no admission charge. The
museum operates as a center of research in anthropology and natural science.
Its accessory functions, as an educational arm of the university, are carried
forward through interpretative displays and scientific publications.
The Grinter Galleries present exhibits of art and
cultural artifacts to the university community.
These galleries are located in the lobby of Grinter
Hall and are open free to the public.
The Harn Museum of Art opened to the public in
September 1990 and provides up-to-date facilities
for the exhibition, study, and preservation of works
of art. These collections include permanent as
well as traveling exhibitions. Situated on the
University of Florida's campus, on Hull Road near
SW 34th Street, the Harn Museum offers a full range of educational programs
for the general public as well as the academic community. Open free to the
public, the last admissions time is 4:45 p.m. The museum store offers a unique
selection of quality gifts, art publications, note cards, jewelry, and creative
items for children.
The J. Wayne Reitz Union is the "community
J. Wayne center" of the university, providing a wide variety
of facilities, services, and programs for all mem-
Reitz Union bers of the university community. Policy for the
Reitz Union is established by the Board of Manag-
ers, which consists of eight students and six
faculty members, with a student chair. The Reitz Union is partially funded by
Employee Handbook, page 93
The Reitz Union opened May 1, 1967, and was named by the Board of Regents
in honor of Dr. J. Wayne Reitz, president of the university from 1955 to 1967.
Among the many facilities and services offered at the Reitz Union you will
find dining, meeting, and hotel facilities; the university box office; retail
stores; recreation and entertainment; and the following services: check-
cashing, ATMs, an information desk, and a lost and found. For more informa-
tion about the facilities, call the information desk at 392-1649.
The university-owned Lake Wauburg, located
Lake Wauberg about eight miles south of the main campus on
U.S. 441, offers opportunities for fun with boating,
water skiing, swimming, fishing, and picnicking
The University of Florida Libraries form one of the
Libraries largest research and information centers in the
Southeast. Housed in two central buildings, nine
branch libraries, and four special collections,
University of Florida libraries provide more than
2,500,000 catalogued volumes; more than 2,200,000 microform units; and
extensive collections of publications and uncataloged newspapers and
documents. You may use these library facilities by presenting your Gator
At minimal cost, you may join the College of
Living Well Health and Human Performance's Living Well
Program. A health enhancement program for
and More university employees, the Living Well Program is
committed to providing readily available health
promotion and development programs for faculty
and staff as well as their spouses. Call 392-8740 or 392-9767 for more informa-
tion. In addition to this program, there are racquetball and tennis courts, a golf
club, swimming pools, and a Vita Parcourse (exercise stations around Lake
Alice) available for your use.
Employee Handbook, page 94
Employees also may join the University of Florida's Student Recreation and
Fitness Center. Full and racquet memberships are available. Call 392-3461
for more information.
The Stephen C. O'Connell Center is a multipur-
pose facility located on the corner of North-South
Drive and Stadium Road and is used by the
university community for classes, varsity sports,
recreation, and entertainment events. An Olym-
pic-sized swimming pool, dance studio, gymnas-
tics studio, martial arts room, weight room,
Nautilus center, and track are located in and
around the 12,000-seat main arena.
Students, faculty, staff, their spouses, and their children are invited to use
the center's facilities during recreational hours. Children are not permitted
to use the weight rooms. Recreational hours are subject to change due to
the scheduling of ticketed events in the main arena.
The O'Connell Center is governed by a board of students and faculty that
oversees the operations of the complex. For more information on recreation
opportunities, please call Recreational Sports at 392-0581. For more
information on entertainment, call the O'Connell Center at 392-5500.
The University Gallery presents a variety of fine
art exhibits to the university community. This
gallery is located on SW 13th Street and 4th
Avenue and is open free to the public.
Employee Handbook, page 95
Your Campus Federal Credit Union is a full-service
financial institution offering University of Florida
faculty, staff, and their families low fee financial
services, low interest rate loans, and attractive
interest rates on savings accounts.
Some of the benefits of Your Campus Federal
Credit Union membership are high yielding
certificates of deposit; no monthly service fee checking accounts; and no
annual fee, low interest rate credit cards. Members also enjoy no transaction
fees on CU24 Automated Teller Machines.
Your Campus Federal Credit Union has convenient locations and hours. For
additional information, please call 335-9090, extension 1150.
Employee Handbook, page 96
The University of Florida
A&P and USPS Employee Handbook
was revised in October 1995
Employee Development, University Personnel Services
329 Stadium, PO Box 115006
(904) 392-4626, SC 622-4646, TDD (904) 392-7734
This publication is available in alternate print.
Please contact Jodi Gentry and Jennifer L. Curtis, editors,
Employee Development, at the numbers listed above or send
e-mail to email@example.com
This handbook is for informational purposes only and does not
necessarily have the full effect of law and/or policy.
Cover photo by Ray M. Carson of UF News and Public Affairs