The following are the policies of the University of Miami’s Temporary Pool.
The University of Miami’s Mission and Core Values Statement can be found here. The full list of Employment Policies and Procedures can be found here.


Drug-Free Workplace Policy

It is the policy of the University to provide all employees, patients, students, customers, and visitors with as safe a working environment as is possible, and to promote the safe and efficient performance of job duties including the safe operation of University equipment and vehicles. In order to do so, the University must establish certain policies and procedures regarding the use and possession of intoxicants including drugs and alcohol.

The University does not permit any individual to report to work or to continue to work under the influence of drugs or alcohol. This includes but is not limited to, alcohol (at or above 0.05% blood level), THC (marijuana, hashish), amphetamine/methamphetamine (“speed,” “crystal”), cocaine or crack cocaine, opiates (codeine, heroin, hydromorphone, hydrocodone), phencyclidine (PCP or “angeldust”), or similar intoxicants or mind altering substances, including so called “designer” drugs. University policy prohibits the unlawful possession, use, manufacture, purchase, sale and distribution by employees of any kind of drugs or alcohol on University property, which includes all of the University’s parking lots and adjacent areas, and in University vehicles. University Policy prohibits employees from making arrangements for such acts while on University business or on or off University property. This policy does not prohibit the proper use of prescribed medication under the direction of a physician. However, abusing prescription drugs during work hours on or off University property is prohibited. Employees who take prescription or non-prescription drugs which could affect their ability to perform their duties in a safe and efficient manner are expected immediately to notify their supervisor of this fact when they report to work.

Finally, the unlawful possession, use, manufacture, purchase, sale or distribution of intoxicants including drugs or alcohol, as well as any other mind altering substance by an employee away from the University’s premises while off duty may also result in disciplinary action since such conduct may reflect unfavorably on the reputation of the University.

An employee who violates any of the unlawful provisions of this policy will be suspended immediately and will remain suspended without pay pending the outcome of an investigation.


Regular attendance during scheduled hours of work, reporting for work on time, and continuing to work until the end of the work period are expected. Each anticipated absence or tardiness must be reported in advance of your work shift to your supervisor in accordance with University of Miami and/or departmental policies and procedures.

Your department determines work week hours. Your supervisor will advise you of your working hours, work breaks, and meal period. In departments or units in which work schedules vary, the schedules will be announced or posted as far in advance as possible.

Dress Code

Remember: you represent the Temporary Pool. On your first day, dress professionally. Ask your supervisor for the appropriate dress code for the work assignment. Maintain appropriate dress all the time:
•  No low cleavage
•  No shorts
•  No sleeveless blouses/shirts
•  No flip flops or open-toed shoes

Personal Conduct

You are expected to maintain a high standard of conduct and abide by the rules of the University, department and work unit. Failure to do so may result in the termination of your assignment. The following examples of misconduct could result in the termination of your assignment:

1.  Excessive and/or unauthorized or patterned tardiness or absenteeism.
2.  Failure to comply with University or departmental policy or regulations.
3.  Refusal to follow instructions of the duly assigned supervisor; i.e., insubordination.
4.  Use of vile, intemperate or abusive language, fighting, pushing, making a threat, or acting in a threatening manner to any University employee, student or visitor, or in the presence of a patient, student or visitor.
5.  Negligence resulting in damage or defacement of University property.
6. Destruction of, falsifying, or omitting information on employment records, University records, or non-University records.
7.  Sleeping while on duty.
8.  Illegal or immoral conduct on or off University premises which would bring unfavorable attention to the University.
9.  Failure to disclose an arrest or conviction occurring after the date of hire.
10.Unauthorized possession, use, copying, or reading of University records or unauthorized disclosure of information contained in such records to persons without direct need to have this information.
11.Unauthorized access or use of University computing, telephone/voice mail systems, hardware or software, or any other violations referenced in University policies A045 , A046, A047 or A055 in the Information Technology section of the University Policy and Procedure Manual.
12. Absence for three consecutive days without properly notifying the University.
13. Obtaining a leave of absence under false pretenses.
14. Failure to report to work upon expiration of an approved leave of absence.
15. Concealing or having possession of any weapons, firearms, or explosives while on University premises.
16. Unauthorized use, possession or distribution of intoxicants, illegal drugs, designer drugs, controlled substances; use of or possession of other drugs which would adversely affect an employee’s performance on University premises. Reporting for, or being in the workplace, while work under the influence of drugs or alcohol, or the unlawful manufacturing, distribution, dispensation, possession and/or use of a controlled substance as per the Drug Free Workplace Policy, B026.
17. Unauthorized removal or theft of University property or that of other employees or students.
18. Any willful act, careless act, or conduct detrimental to University operations or the safety and rights of other persons on University premises.
19. Excessive or unauthorized use of University telephones for other than University business.
20. Unauthorized use, willful destruction, defacement, or misuse of University vehicles or property, or property of another person on University premises.
21. Substandard work performance
22. Unauthorized use of University stationery as stated in Policy A030.
23. Failure to work assigned schedule.
24. Failure to cooperate in or impeding a University conducted investigation.
25. Unauthorized use, disclosure, viewing, or accessing of patient information and/or protected health information as defined in applicable state and federal laws, including the Health Insurance Portability and Accountability Act (HIPAA), or as dictated by the University’s privacy policies and procedures.
26. Violations of Federal, State or local Laws or ordinances.
27. Improper application for, misuse of, or converting a University benefit or privilege for personal gain of employee, or others not entitled, not eligible for the benefit.
28. Failure to disclose a Consensual Relationship as described in University Policy A007.
29. Any action adversely affecting a license or other credentials necessary to perform the responsibilities of one’s position.
30. Loss or failure to obtain and maintain all necessary licenses, privileges, or the suspension or limitation of such.

This list of actions warranting termination is not meant to be all inclusive and may change at the discretion of the University at any time. The University may impose discipline, including immediate termination, for behavior not covered by this list if it determines the behavior may be harmful to the operation of the University or to the rights and safety of University staff, students, patients, or visitors.


Employment maybe terminated either by your resignation or by the appropriate supervisor. If you decide to leave the Temporary Pool assignment, submit your resignation in writing. If the department finds it necessary to discontinue your assignment, or if your assignment ends before the end of the current pay period, you will be paid for all hours worked up to the separation date. You may obtain your paycheck on the next regular payday for the pay period in which your separation takes place.


Your supervisor will evaluate your work performance at the end of your assignment, which becomes a part of your personnel file. An unfavorable evaluation will be discussed with you and may preclude you from future employment.

Employment Records

A confidential record of your employment is kept in Human Resources. Only confirmation of employment dates will be released to outside agencies without your permission. You may request the release of other information as appropriate.

Change of Personal Information

Any change in your name, marital status, number of dependents, telephone number, address, citizenship, etc. should be reported immediately. Changes to telephone numbers and addresses, must be updated online at, and your supervisor must be informed in writing of this change. Other changes to personal information must be communicated as follows: Name Change - Human Resources/Faculty Affairs, and Change in number of Dependents – Payroll. Any change in your name, marital status, or citizenship, should be reported immediately by completing a Personal Data Form (PDF) and attaching appropriate original documentation.