Required Employee Notices

Employees need to be aware of federal and state laws, the University of Texas System rules, and the University of Texas at Tyler policies that affect them in the workplace. The Office of Human Resources has complied summaries and links to information that requires annual posting and provided it below for employees to review. If you have any questions about the information listed here, you may discuss with HR, your supervisor, or the indicated responsible office or agency.

Handbook of Operating Procedures

UT Tyler's Handbook of Operating Procedures is a vital source of reference of the University's policies.

Equal Employment Opportunity

Federal regulations require that contractors and subcontractors may notify employees and applicants of their EEO rights electronically and must provide employees with knowledge that the electronically posted notice is otherwise accessible. Equal Employment Opportunity notices are available her (English) (Spanish). Physical copies of these notices are also available in the HR Office located in STE 108.

• EEO is the Law Poster Supplement (English) (Spanish).
• Also refer to the University of Texas at Tyler’s equal employment opportunity page.

Standards of Conduct Notice

The University of Texas System Regent Rule 30103, Standards of Conduct is a shared statement of ethical, professional, and legal standards to guide our daily actions and decisions.  It is designed to provide employees with a clear understanding of the expectations of all of us. Employees are encouraged to carefully review the document and to commit to making the written standards an integral part of your everyday activities.

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Important Reminders

Some information merits a reminder on a regular basis even though not required by laws, regulations or rules to be disseminated annually to all employees. If you have questions about the information listed here, you may discuss with HR, your supervisor or the indicated responsible office or agency.

Reporting Criminal Information, Arrests, Charges or Convictions

Per UT Tyler’s HOP 6.11, Criminal Background Check, university employees are required to inform their supervisor in writing, within five business days, any criminal complaint, information, indictment, no contest plea, guilty plea, deferred adjudication, or criminal conviction, excluding misdemeanor offenses punishable only by fine. Employees should refer to the HOP to determine the appropriate university office to notify.

Personal & Employment Information

Employees at the University of Texas at Tyler should annually review and update their personal and employment information via PeopleSoft’s® Employee Self Service. Instructions to update your information.

Self-Identification of Disability

As a federal government contractor, UT Tyler is subject to Section 503 of the Rehabilitation Act of 1973, as amended, which requires that we reach out to, hire, and provide equal opportunity to qualified individuals with disabilities. Employees may self- identify if they have a disability or have ever had a disability.  Self-identification is voluntary and will be kept confidential. Employees are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if they have a history or record of such an impairment or medical condition. To self-identify, employees may do so via PeopleSoft’s® Employee Self Service, Personal Details tab, Disability menu option. Instructions to update your information.

Self-Identification of Protected Veterans

As a federal government contractor, UT Tyler is subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), which requires that we take affirmative action to employ and advance in employment the following “protected veterans”:  (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. Employees may self-identify if they belong to any of the “protected veterans” categories.  Self-identification is voluntary and will be kept confidential. Employees may self-identify via PeopleSoft’s® Employee Self Service, Talent Profile, Veteran Identification menu option. Instructions to update your information.