|The Office of Student Financial Assistance and Employment provides job opportunities to all students regardless of sex, age, disability, sexual orientation, ethnicity, nationality, race or creed.|
|It is the policy of the University of Miami that no person within the jurisdiction thereof shall, on the basis of race, religion, color, sex, age, disability, sexual orientation, gender identity or expression, veteran status, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination or harassment (including all forms of sexual harassment and sexual violence) under any program or activity of the University, regardless of whether such program or activity occurs on-campus or off-campus. The University does not intend by this commitment to require compliance with this policy by governmental or external organizations that associate with but are not controlled by the University, or to extend insurance or similiar benefits beyond those now provided by other policies of the University, except as required by law. The Executive Director of Equality Administration is responsible for coordinating the University’s effort to implement the nondiscrimination policy. The Executive Director may be contacted at the following address or telephone number: Equality Administration; Gables One Tower, Suite 100R; 1320 S. Dixie Highway, Coral Gables, FL 33146; 305-284-3064.|
|University of Miami employers and student employees are required to adhere to established federal, state and local employment regulation practices.|
|Click on the links below for detailed information on:|
|The Americans with Disabilities Act (ADA) prohibits discrimination in employment practices against a qualified person based on disability. The ADA, effective July 26, 1992, requires employers to consider a person with a disability who satisfies the requisite skill, experience and education, and who can, with or without accommodations, perform the essential functions of the job. An employer is required to ensure that the application process does not serve to screen out persons with disabilities. This includes the interview, during which an employer may ask if an applicant can perform the essential functions of the job and how. Job posting must include the essential functions of the job. Rejecting an applicant because reasonable accommodations will have to be made is prohibited. The ADA does not interfere with an employer's right to hire the best qualified applicant, it only requires that all applicants be considered equally, without regard to disabilities. Under the ADA, an employer is required to make "reasonable accommodations" for a qualified individual with a disability, unless the accommodation would impose an undue hardship on the employer.
|Because of the part-time nature and frequently short duration of student employment, the Office of Student Financial Assistance and Employment in conjunction with the Office of Environmental Health and Safety of the University of Miami prohibits student employees from performing tasks in which exposure to potentially infectious materials may occur. Exceptions to the above policy may be granted upon review by the Office of Environmental Health and Safety. These students should follow the same policies and procedures under the UM Bloodborne Pathogens Policy and Procedures (Exposure Control Plan). Classification of the position other than category II.B will invoke the training, HBV Vaccination (approximately $200), and all other requirements of the regulation. Exposure to potentially infectious materials means likely contact with skin, eye, mucous, membrane or parenteral contact, resulting from the performance of an employee's duties. For more information contact the Office of Environmental Health and Safety (305) 243-3400.
|It is the policy of the University to provide all employees 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 polices and procedures regarding the use and possession of intoxicants including drugs and alcohol, as well as other mind altering substances. The University does not permit any individual to report to work or to continue to work with the presence of any kind of intoxicant or other mind altering substance in his or her system.|
|This includes but is not limited to, alcohol (at or above 0.05% blood level), THC (marijuana, hashish), amphetamine/methamphetamine (a.k.a. "speed," "crystal"), cocaine or crack cocaine, opiates (codeine, heroin, morphine, hydromorphone, hydrocodone), phencyclidine (PCP or "angel dust"), 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 intoxicants or mind altering substances 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 unfavorable on the reputation of the University.|
|Student Employees and Student Employees' supervisors must comply with the University of Miami's Human Resources Employment of Relatives (nepotism) policy as stated under the Clerical/Technical/Service policy under the University of Miami's Human Resources General Policy (A-005): Employment of Relatives (nepotism).|
|The University of Miami is an equal opportunity employer and prohibits discrimination against employees or applicants on the basis of age, color, gender, height, marital status, veteran status, national origin, race, or religion. Discrimination in employment against a qualified individual with a disability is prohibited under the Americans with Disabilities Act. Discrimination is prohibited in all of the following areas: recruitment, hiring, promotions, demotions, transfers, layoffs, terminations, selection for training and educational assistance, rates of pay, and other forms of compensation and conditions of employment. The University has an established affirmative action plan coordinated and implemented by the Office of Equality Administration. Inquiries regarding nondiscrimination policies may be directed to the Equality Administration at (305) 284-3064.|
|The Florida Right-to-Know Law mandates an employer?s obligation to inform employees of the toxic substances to which they are exposed in the work place, and to provide training in safe handling practices and emergency procedures. Student employees who are or who could potentially be exposed to hazardous chemicals must be informed of their rights under the law and of the specific safety procedures necessary to work with these materials. Contact the Office of Environmental Health and Safety at (305) 243-3400.|
|The University of Miami will not condone sexual harassment or other debilitating or degrading behavior in the work place. A working environment free from verbal or physical sexual harassment will be maintained. Affirmative measures will be taken when the University is made aware of the existence of any such demoralizing factor.|
|University of Miami employers must be familiar with the University's policy on sexual harassment and recommended procedures for handling complaints of sexual harassment. Contact the Office of Equality Administration, 107 Max Orovitz on the Coral Gables Campus, (305) 284-3064.|
|Final hiring decisions are made by each individual UM department, community agency and/or outside entity. Students may accept or reject a hiring offer and are not required to return to a position after a job-assignment period is over. Hiring decisions are made in mutual agreement between the supervisor/employer and the student. UM departments, community service and/or outside entities are not required to re-hire students beyond the assignment period specified in the SEAF-1 or the end of the term period (academic and/or summer terms) whatever comes first. Hiring procedures must be followed and completed every academic/assignment period since student job assignments are not automatically renewed or rolled over from year to year.|