Learn how the University of Βι¶ΉΣ³». Reno ensures a safe, welcoming environment for all employees. Find information on protection of students' privacy, evaluation of employees, and various policies and procedures that apply to your role.
Training, policy compliance, and reasonable accommodations in support of a vibrant and diverse campus community.
The Βι¶ΉΣ³» is pleased to provide reasonable accommodations to employees all with disabilities and does not discriminate in the hiring and advancement of employees on the basis of disability.
Please contact the Title IX Office for employee accommodation requests, and the Disability Resource Center for student accommodation requests.
The Βι¶ΉΣ³» takes online accessibility seriously. We recognize one in five people have a disability, and that many choose not disclose their disabilities or request that online content or communications be made accessible.
"Accessible" means that individuals with disabilities are able to independently acquire the same information, engage in the same interactions, and enjoy the same services within the same timeframe as individuals without disabilities, with substantially equivalent ease of use.
All employees who provide content intended for digital distribution, whether that is on the unr.edu website, the WebCampus learning management system, or email mailing lists, are required to complete basic web accessibility training. Additional training is provided on topics such as how to make Microsoft Office documents and Adobe PDF documents accessible. The unr.edu website strictly adheres to at the AA level. You can learn more about our policy and strategies for compliance on our accessibility page.
The Βι¶ΉΣ³» is committed to providing a place of work and learning free of discrimination on the basis of a person's age, disability, gender (including pregnancy-related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, or religion. Consistent with this commitment, the University will make a good faith effort to provide a reasonable accommodation of your sincerely held religious, ethical or moral belief that conflicts with a work requirement. Any accommodation that would create an undue hardship for the University and/or require the University to violate its policies or local, state or federal law is not considered reasonable.
The University requires implicit bias training for all hiring committee members.
Per chapter 2,520 of the University Administrative Manual, all persons serving as members of search committees, and all persons who participate in one or more of the functions of a search committee, must complete the Integrated Implicit Bias Search Committee Training:
Although this is required for search committee participants, all employees are welcome and encouraged to attend!
Become familiar with campus policies and procedures.
The Family Educational Rights and Privacy Act (FERPA) is a federal law that protects the privacy of student educational records and establishes rights for students relative to the disclosure of these records. The University provides a statement of privacy rights for students, policy guidance for faculty, and to ensure compliance. Completion of FERPA training on WebCampus is required before you may access MyNEVADA, but we encourage faculty to regularly refresh themselves with FERPA best practices to ensure students' rights to privacy are protected.
Employee rules and expectations vary by employee type:
Find information about the evaluation of academic faculty, including Digital Measures (the online system used to gather information relevant to research, teaching and service activities) and general guidelines for promotion and tenure on the Academic Faculty Performance page. Additional information can be found in the article in the Knowledge Base (NetID login required).
Evaluation information for administrative faculty can be found in the article in the Knowledge Base (NetID login required).
Find information about classified staff work performance standards, employee evaluation, workplace conduct, disciplinary actions, grievances, appeals, use of alcohol and drugs, and our policy on the protection of whistle-blowers on the Classified Performance page on BCN HR Shared Services.
The State of Βι¶ΉΣ³» requires all supervisors of classified employees to undergo supervisory training in core areas every three years. Learn more about what topics are required and how to register.
Governance varies by employee type:
All faculty are governed by , as well as the University Administrative Manual, and the .
Classified staff are governed by the State of Βι¶ΉΣ³» Division of Human Resource Management Department of Administration's Βι¶ΉΣ³» Administrative Code (NAC) , NSHE , the University Administrative Manual and the .
The University encourages and supports interactions of its faculty, staff and students with federal, state, and local governments, and with business and industry as important opportunities for research, education, and public service.
The University also recognizes that outside activities or interests can lead to real or perceived conflicts of interests (COI). Conflicts of interests arise when financial or other personal considerations have the potential to adversely affect, or have the appearance of adversely affecting, an employee’s professional judgment or to fulfill his or her obligations to the University. Unmanaged conflicts of interest can call into question the professional objectivity and ethics of the individual, and reflect negatively on the University. Policy documentation can be found in UAM 2,050: Conflicts of Interest Policy.
In the event it becomes necessary to reduce the workforce due to a shortage of work or money, the abolition of a position or some other material change in duties or organization, nonpermanent employees must be separated from service before permanent employees. If it becomes necessary to lay off permanent employees, the order of layoff will be based on seniority.
If you are a permanent employee affected by a layoff, you will have reemployment rights. You may also be eligible for unemployment compensation for the period during which you are unemployed. The State of Βι¶ΉΣ³»’s Department of Employment, Training and Rehabilitation, Employment Security Division determines eligibility and benefits for unemployment compensation. Contact the Division of Human Resource Management regarding reemployment.
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Βι¶ΉΣ³» faculty, staff, volunteers, and students travel both domestically and internationally for a wide variety of reasons: research, conferences, learning, field experiences, education, and collaboration to name a few.
Per Chapter 1,404 of the University Administrative Manual, all travelers are required to complete international travel forms prior to traveling on university business. Please become familiar with applicable international travel procedures and submit your requests at least 30 days in advance.
For domestic travel and information about policies and reimbursement, including domestic per diem rates, see the University's Travel Office page. Requests to travel within U.S. states and territories must be submitted with the appropriate approvals prior to travel.
International travel requests must be made at least 30 days in advance in order to review travel advisories, assess risk, and ensure employee and student safety. For information about policies and reimbursement, see the University's Travel Office page.
Employees, their families and the public will soon be able to get passports on campus through ASUN in the Joe Crowley Student Union. The cost of getting your passport on campus will be the same as it would be at the Post Office, but every penny of the execution fees will go back to student-run organizations. In the meantime, find a local passport office via the .
The mission of University Marketing and Communications (MarCom) is to advance the University's reputation, brand position and strategies through an effective and engaging multimedia, multichannel communications program. To support this effort, MarCom is charged with ensuring brand compliance across all public-facing marketing communications.
You are welcome to create your own public-facing marketing materials and submit them for brand compliance review and approval by filling out our print release request form on the Branding page. The University enforces a policy that requires prior approval (i.e., a “print release”) for all printing or production projects using external (off-campus) vendors and costing $50 or more.
If you need more robust marketing support, we invite you to , which will be evaluated by MarCom for approval based on strategic priority and production capacity.
