Policies and Procedures
Further details regarding behavior standards and other related information can be found in the manuals listed in below links.
- Classified Employees
- Faculty/Administrative Exempt Employees
- Colorado General Assembly Legislative Information
General Policies and Procedures
Charting the Future: President Norton called on the campus to participate in the process of renewing the University of Northern Colorado. This process was dubbed "Charting the Future," in reference to the exploration of the unknown and the fact that the plan designed at the end of the first year of the process would be the map for a journey just beginning. Three fundamental purposes for Charting the Future were: discovering opportunities, fostering imagination, and investing for greatness.
Honor Code: All members of the University of Northern Colorado community are entrusted with the responsibility to uphold and promote five fundamental values: Honesty, Trust, Respect, Fairness, and Responsibility. These core elements foster an atmosphere, inside and outside of the classroom, which serves as a foundation and guides the UNC community’s academic, professional, and personal growth. Endorsement of these core elements by students, faculty, staff, administration, and trustees strengthens the integrity and value of our academic climate.
Discrimination: It is a violation of University Policy to discriminate in the provision of educational or employment opportunities, benefits, or privileges; to create discriminatory work or academic conditions; or to use discriminatory evaluative standards in employment or educational settings if the basis of that discriminatory treatment is, in whole or part, the person's race, religion, gender, age, national origin, disability, veteran status, sexual orientation, or political affiliation.
Sexual Harassment: The University prohibits sexual harassment by any faculty, student, staff, invitee, or agent of the University. The University adheres to the Equal Employment Opportunity Commission's definition of sexual harassment as modified for the University setting. Further detailed information regarding Discrimination and Sexual Harassment Policies can be found in the Board Policy Manual, under section 2-2-201 or the Employee Relations Website.
- Overview PDF
- Background Check Release PDF / WORD
- Classified Employment Procedure PDF / WORD
- Exempt & Part-Time Faculty Employment Procedure PDF / WORD
- Full-Time Faculty Procedure PDF / WORD
- Temporary Employment Procedures PDF / WORD
Post Offer Ergonomic Screening Policy: University of Northern Colorado requires Post offer medical screenings for prospective employees of high risk occupational groups. Screenings are non-discriminatory evaluations designed to give documented information about a prospective employee’s physical ability to complete essential functions of the job. Conditional job offers are extended to individuals and hired upon evaluation results of Post Offer Screening.
Employment Eligibility Verification: The 1986 Immigration Reform and Control Act (IRCA) sought to control illegal migration by eliminating employment opportunity as a key incentive for unauthorized persons to come to the U.S. IRCA makes all U.S. employers responsible for verifying through a specific process the identity and work authorization or eligibility of all individuals, whether U.S. citizens or not, hired after November 6, 1986. To implement this, employers are required to complete Employment Eligibility Verification Forms I-9 for all employees. An employer’s obligation to review documents is not triggered until a person has been hired, whereupon the new employee is entitled to submit a document or combination of documents of his choice (from List A or a combination of a List B and List C document on the reverse side of the I-9 form) to verify his identity and work eligibility. Hired is defined as actual commencement of employment of an employee for wages or other remuneration. The employee must complete Section 1 of the I-9 Form by the date of hire (i.e. no later than the date on which employment services start). Employees must present original documents. Employers must complete Section 2 by examining evidence of identity and employment eligibility within three (3) business days of the date employment begins. If employees are authorized to work, but are unable to present the required document(s) within three business days, they must present a receipt for the application of the document(s) within business days and the actual document(s) within ninety (90) days. However, if employers hire individuals for duration of less than three business days, Section 2 must be completed at the time employment begins.
Drug and Alcohol Policy: The University strives to create a healthy environment, one in which the high risk use of alcohol and the use of illicit drugs does not interfere with learning, performance, or development. The University prohibits the unlawful possession, use, or distribution of drugs, alcohol, and other controlled substances by all members of the University community (students, faculty, staff, alumni, and guests). Individuals who violate this policy shall be subject to discipline, termination, dismissal, debarment, arrest, or citation as applicable. Additionally, employees or students who violate this policy may be required to participate satisfactorily in drug abuse education, counseling, or rehabilitation programs approved by the University. Further detailed information regarding the Drug and Alcohol Policy can be found in the Board Policy Manual, section 1-1-407.
Safety: Employees are required to perform their duties and responsibilities in accordance with generally accepted safety standards as well as any specific safety standards applicable to their positions. it is the obligation of each employee to notify his/her supervisor of any unsafe condition in University premises, or practices of the University or any of its employees which she/he observes or becomes aware of that may affect his/her safety of any other person.
Work Behavior: Employees are expected to know and adhere to personnel rules, laws, and executive orders governing their employment.
Conduct: As a representative of the state, you are required at all times to use your best efforts to perform assigned tasks promptly and efficiently and to be courteous and impartial in dealing with those we serve. Courtesy, tact, and helpfulness on your part will do much to create the positive image state employees deserve.
Employees should maintain the public's confidence in the integrity of state government by refusing outside compensation for performing your duties; and protect and conserve state property and use taxpayer dollars prudently. No state time, property, equipment, or supplies shall be used for private purposes or any other purpose not in the interests of the State of Colorado or the University of Northern Colorado.
You have the right to be treated with dignity and respect, just as it is expected you will treat others the same way. It is to our benefit to employ a diverse workforce to assist in providing effective customer service and to strive to be a leading student-centered university that promotes effective teaching, lifelong learning, the advancement of knowledge, research and a commitment to service.
Compensation Manual: In making compensation decisions, a hiring authority must consider budgetary factors, recruitment and retention issues, salaries received by other similarly situated employees, an employee’s skill sets and competencies, other potential future increases, and the overall value to the organization. Pay ranges for state classified employees are established through the annual statewide compensation plan, which makes adjustments to the minimum and maximum allowable salaries for each grade. An employee’s base pay shall not be lower than the minimum, or higher than the maximum of his/her particular grade, except as otherwise permitted by law, rule or procedure. Pay ranges for exempt and faculty employees are established using College and University Personnel Administrators (CUPA) surveys for a comparative group of colleges and universities. Compensation decisions outside of the parameters of this document are permitted only if approved by the President of the University. Further detailed information can be found in the UNC Compensation Manual.
Base pay established for classified new hires (both permanent and temporary) and adjustments for the upward, lateral or downward movement of existing permanent employees must adhere to Chapter 3 of the State Personnel Rules. Base pay established for faculty and exempt new hires must adhere to the board polices and regulations.
All decisions affecting base pay should ensure the following:
- Pay is commensurate with the duties assigned;
- Adequate funds are available within existing appropriations;
- Equity is preserved among employees with similar job descriptions within divisions and across the University;
- Ongoing consistency; and
- Acknowledgement of individual qualifications (e.g. past experience, training, special skills).
Throughout this document, the source of the employment practice for each employee type is referenced. Below are the definitions used and a link to the document:
State Personnel Rules- State of Colorado Personnel Rules http://www.colorado.gov/dpa/spb/rulesnew.pdf
Board Policy- UNC Board Policy Manual http://www.unco.edu/trustees/Policy_Manual.pdf
University Regulations- University Regulations http://www.unco.edu/trustees/University_Regulations.pdf
Internal Procedure-Various internal memos and practices not formalized in policy or regulations.
Employee files are maintained by the Human Resources Department and are considered confidential. Managers and supervisors other than the designated Human Resources representatives may only have access to personnel file information on a need-to-know basis. A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file.