University of Advancing Technology Policies

Temporary COVID-19 Policies

All updates and announcements related to COVID-19 can be found at:

COVID-19 Employee Dependent Scholarships

We know these are hard times for many, and we wanted to do more to help our UAT families who may have been displaced from their jobs or prior schools. Many people are taking this opportunity to obtain a degree and get new skillsets. To offer additional support, we've temporarily lowered the minimum service years requirement as seen below:

  • One year of full-time service – dependents receive a 25% scholarship on program tuition.
  • Two years of full-time service – dependents receive a 50% scholarship on program tuition.
  • Three years of full-time service – dependents receive a 75% scholarship on program tuition.
  • Five years or more of full-time service – dependents receive a 90% scholarship on program tuition.

Employee dependents must apply, enroll, and start classes from now until the last start date of the year, November 15, 2021. The general conditions of the original program remain unchanged and can be found here.

Revised 03/2021

COVID-19 Employment Termination Policy Update

During this period, step two of the employee performance or behavior termination steps (written warning/performance agreement) is temporarily suspended. Management may go straight to the probation stage. The other conditions of the original policy remain unchanged and can be found here.

Revised 03/2020

COVID-19 Professional Judgement Policy

The University of Advancing Technology is committed to helping students and families that are affected financially by the COVID-19 pandemic. While the Free Application for Federal Student Aid (FAFSA) does not provide families with a place to explain special circumstances affecting their ability to pay for the student's education, a Professional Judgement may be requested to do so. A Professional Judgment refers to the authority of a school's Financial Aid Administrator to make adjustments on a case-by-case basis to the cost of attendance or to the data elements used in calculating the EFC to reflect a student’s special circumstances. If a student and/or their family has been financially affected by the COVID-19 pandemic, please reach out your Financial Aid Administrator to see if a Professional Judgement may requested due to your special circumstance. Documentation will be requested on a case-by-case basis and will be reviewed by the Financial Aid Director for final approval.

Revised 03/2020

COVID-19 Interim Return to Work Policy

In order to keep our staff and students as safe as possible, UAT is implementing several safety precautions as recommended by the CDC. All employees are required to agree and follow these measures before coming onto campus each day.

Before coming to campus:

  • You will not come to work if you are feeling sick or unwell.
  • If you have had a fever of 100.4° F, you will not return to work until you have been fever-free for 72 hours.
  • If you have been exposed to another person who has been diagnosed with COVID-19, you will not return to campus for 14 days from the time you were exposed to the diagnosed individual.
  • If you have tested positive for COVID-19 and experience symptoms, you should isolate for 10 days after symptoms first appeared. After the 10-day period, and if 24 hours have passed without a fever and without the help of fever-reducing medications and if key symptoms, like coughing and shortness of breath, have improved, you can return to work after a second test returns with negative results.
  • If you have tested positive for COVID-19 and do not experience any symptoms, you should isolate for 10 days after the positive test and then you can return to work after a second test returns with negative results.
  • If you’ve been in groups of 10+ people without proper social distancing and mask wearing, you will follow the 14-day quarantine rule.

While on campus:

  • You will walk through the temperature check station each time you enter the building. For people who have an elevated temperature during the check, you will be asked to wait in a room to cool down and have a second check completed. If your temperature has not returned to normal, you will immediately leave campus and follow the above 72-hour fever-free requirement.
  • You will maintain appropriate social distancing with a minimum of 6 feet apart from other people when on UAT’s campus as well as when you are not on-campus.
  • You will wear a mask when in the building or on the building grounds. If you forget your mask, UAT has a limited supply of disposable masks for you to wear. If you need a reusable mask, UAT has masks for sale in the Bindery, and all proceeds go directly to a COVID-19 relief fund for our online students.
  • You will wash your hands often including every time you use the bathroom, eat food, or interact with publicly used equipment.
  • You will use sanitizing wipes or cleaner on your desk/work area after another employee or student has been in the vicinity of your work area as well as at the end of your shift each day.
  • You will hold meetings via Teams or Zoom if proper social distancing cannot be maintained due to spacing constraints.
  • You will not bring visitors who do not need to be on campus.

By agreeing to each of the above terms, you are helping to keep UAT a safe environment for our students and employees and we thank you for your assistance. UAT cannot guarantee that the building will remain illness free, and we ask all employees to act responsibly and keep the safety and health of the overall UAT community in mind. Please check back to this section regularly for the most updated information.

Revised 10/2020

COVID-19 Safety Policy

The University of Advancing Technology is committed to taking a safe and measured approach to COVID-19 safety. For the foreseeable future, UAT will host the majority of classes in a virtual environment. UAT’s dorms, main building and food services remain open to students who currently reside in Founder’s Hall, select vendors necessary for University operations and the few employees cleared to work on campus. No other visitors or non-students are allowed on campus without prior approval from the University’s Organizational Development Department.

All persons on UAT’s property are required to wear a face covering that covers nose and mouth (ie: face shield or mask), pass through the East door in the south of the building to go through a temperature check and follow social distancing measures. No unauthorized visitors or guests are permitted on UAT’s property. If a visitor or guest refuses to leave, police will be called for a trespassing violation.

Any violations to this policy are a violation of the Student and Employee Code of Conduct and may result in expulsion of students from the University or termination of employment for employees and or a termination of contract with vendors.


UAT is requiring all students, faculty, staff and in person vendors to wear a face mask, face covering or face shield when on campus. This includes; UAT dorms (when outside their bedroom), UAT’s main building and all outdoor spaces.

If an employee or student are alone in their dorm room, office or desk, or eating in the café or employee breakroom, face coverings may be removed, so long as the student/employee are at least 6 feet away from others. When possible, students/employees should remain more than 6 feet away from each other when face coverings are not in use.

If a student, employee or vendor do not have a mask, a disposable mask will be provided.


Any person who enters UAT’s main building will be required to walk through a temperature scanner. This scanner tests a person’s surface body temperature. As we are situated in Tempe, we are aware that a surface body temperature may read artificially high. Therefore, the following procedures are in place:

  • If a person receives a red box (indicating a high body temperature), they will need to sit in the cool down room (the front conference room of the Portal) for approximately 10 minutes and recheck their temperature again.
  • If the person’s temperature is still high, they are required to leave UAT immediately and not return until they can produce a negative active COVID-19 test and have been fever free for 72 hours.
  • If the person is a student who lives in the dorms, they are to immediately report to an RA on duty to be moved to an isolated room away from others.
  • Any person who tests with a high temperature will be required to obtain an active COVID-19 test and remain isolated until a negative COVID-19 test is produced, and they are fever free for 72 hours.


All people on UAT’s campus are required to social distance. This means no one should be within 6 feet of another person at any time. The following measures are put in place to help everyone to social distance:

  • The Theater seats have been marked with sheets of paper to keep open seats a minimum of 6 feet away from one another.
  • Stickers have been placed on common area floors to demonstrate 6 feet of distance when waiting in lines.
  • Café tables and computer commons computers have been distanced a minimum of 6 feet so social distancing is available in these areas.
  • Classrooms have been locked to encourage students to work in open areas.
  • When on campus classes return, a maximum of 10 people will be allowed in classrooms at one time (the Theater will allow for a maximum of 25 people at one time), classes may be staggered and students may choose to continue to stay home and attend classes virtually.


There are many COVID-19 symptoms that vary person to person. The most common symptoms of COVID-19 may include any of the following:

  • Fever
  • Cough
  • Shortness of breath
  • Sore throat
  • Nausea, committing, and diarrhea
  • Muscle aches
  • Unexplained loss of sense of smell and/or taste

This policy is consistent with guidance from the Centers for Disease Control and Prevention, which makes clear that face coverings, in addition to social distancing measures, are among the most effective strategies in limiting the spread of COVID-19.

Revised 06/2020

COVID-19 Working From Home Guidelines

Please visit for the COVID-19 Working From Home Guidelines.

Revised 04/2020

Academic Freedom Policy

University of Advancing Technology (UAT) maintains a climate of academic freedom ensuring open expression of ideas to promote learning. Academic freedom encompasses freedom of inquiry, thought, expression, and publication. Within UAT's established learning methodologies and policies, employees are provided with the freedom to make decisions that enhance student learning experiences and ensure established learning outcomes are met.

Employees have the responsibility and freedom to thoughtfully create and deliver learning experiences that accomplish established program goals within the University's established learning methodologies, policies, and expectations set forth in University policy and the Faculty Handbook. All UAT employees are both free and expected to use their experiences and insights to design materials and employ environments targeted for the particular needs of their learners. Employees are free to express their distinct views in discussing their subjects in furtherance of the objectives associated with the programs and courses that they are instructing and may not be penalized for doing so.

Revised 03/2019

Accidents Policy

Each manager is responsible for making their department a safe place in which to work and should report any safety hazard or unsafe practice.

Employees are to report all accidents that occur during work hours to their manager. Organizational Development (OD) in order to begin a worker's compensation claim. If the manager or employee feels that first-aid and/or services of a doctor are necessary, the manager should arrange for this service immediately and then notify OD.

Revised 03/2019

Affirmative Action & Equal Opportunity Policy

University of Advancing Technology (UAT) does not discriminate in hiring or employment to any qualified persons on the basis of sex, race, color, age, national origin, religion, disability, veteran status, gender identity and/or sexual orientation. As a federal contractor, the University is committed to affirmative action in employment for women, minorities, individuals with disabilities and covered veterans.

Managers and other personnel responsible for hiring and admissions must take all necessary action in the elimination of possible discrimination towards employees, applicants for employment and enrollees of University of Advancing Technology.

The University will keep an up-to-date record of all employees classified by ethnic distribution, sex, and job classification to be maintained and annual reports to be submitted to the Equal Opportunity Commission annually.

All employees will be advised at time of employment that we are an Equal Opportunity Employer and that hiring, promotion or demotion is based only the individual's qualifications and ability to perform the work.

The University has appointed Organizational Development to serve as the Equal Employment Officer/ Affirmative Action Officer who are authorized to supply reports and represent this company in all matters regarding this Equal Employment Officer & affirmative action program. The designated official shall work with each department manager and other selected officials to further the implementation of these programs and monitor the progress being made.

Revised 03/2019

Americans with Disabilities Act Employment Responsibilities Policy

The Americans with Disabilities Act (ADA) was enacted to extend to people with disabilities civil rights similar to those now available on the basis of race, color, sex, etc., through the Civil Rights Act of 1964. The ADA became effective July 1992 and prohibits discrimination on the basis of disability.

University of Advancing Technology does not discriminate on any basis and, indeed, welcomes employees with disabilities. The college's facilities have been designed with many special accommodations for the disabled.

The ADA is a very positive piece of legislation and the college happily complies with all of its provisions. As an employer of more than 25 persons and as a public service provider, the ADA affects the college in two areas: Employment of Americans with Disabilities and the Servicing of these persons.

Individuals may not be disqualified from a position solely on the basis of a physical or mental disability. They shall, however, be required to meet the basic qualifications of the job such as skills, experience and education, as well as meet any safety requirements physical or mental impairments include, but are not limited to: visual, speech, and hearing impairments; mental impairment, emotional illness, and specific learning disabilities; cerebral palsy; epilepsy; muscular dystrophy; multiple sclerosis; orthopedic conditions; cancer; heart disease; diabetes; and contagious and noncontagious diseases such as tuberculosis and HIV disease (whether symptomatic or asymptomatic). The ADA prohibits discrimination against disabled individuals in employment and includes specific requirements to require "reasonable accommodation" of known disabilities.

"Reasonable Accommodation" is - making existing facilities readily accessible to and usable by individuals with disabilities; job restructuring, reassignment or modified work schedules are included. An employer is expected to provide a cost effective and timely accommodation - an employer is not expected to endure "undue hardship" in order to accommodate. This is defined as "Significant difficulty or expense incurred in making accommodations." Additionally, "Discrimination" may also be segregation or separate promotion paths for disabled employees, or the use of disability-related questions in employment applications.

Both the University and its employees may be held liable for acts of discrimination.

All individuals involved in hiring or managing people must ensure that hiring, managing, disciplining, promoting, training and firing is done solely on the basis of individuals' performance, qualifications, etc. and never on the basis of disability. Any qualified individual must be fairly considered for employment, assignments and promotion. Additionally, managers should meet with the management team and others to brainstorm on ways to accommodate qualified disabled employees and give them the chance that they deserve.

All discrimination complaints must be immediately brought to the attention of Organizational Development.

A copy of the Americans with Disabilities Act along with guidelines is kept on file in Organizational Development.

Revised 03/2019

Bereavement Leave Policy

University of Advancing Technology offers paid bereavement leave to allow for employees to spend time with family members who are nearing the end of their life as well as time for mourning after the loss of an immediate family member. Immediate family members include; spouse/significant other, child, mother, father, sister, brother, mother and father-in-law, brother and sister-in-law, grandparent and grandparent-in-law.

All UAT employees will be given 3 days of total bereavement leave for family members who pass in state and 5 days for family members who reside out of state or in the case of an employee who is directly responsible for making arrangements for the deceased. If additional time is needed, vacation or personal leave may be taken with supervisory approval. Bereavement leave is based on the normal days you were in a week. If you are a full-time employee, your leave will be paid at your full-time rate and based on your average hours worked. If you are a ¾ time or part time employee your rate of pay will be based on your average hours worked and your normal pay rate (for example if you normally work 12 hours/week and are given 5 days of leave, you will be paid for 12 hours at your normal rate of pay).

The University of Advancing Technology offers 1 day of sick time to employees upon a pet’s passing. This is not official leave, but an additional sick day.

Revised 03/2020

Building Evacuation Policy

University of Advancing Technology does everything it can to create the safest working and learning environment possible for UAT students, employees and guests. There may be circumstances at times; however, that are beyond our control. The Office of Campus Safety and Campus Facilities managers have emergency plans and procedures for all UAT employees and students to follow in case the building is evacuated. The Office of Campus Safety or a UAT Manager will have the responsibility of determining the need for an evacuation, as required based on the incident. Evacuation may be required to protect employees and students who are in the building. Some of the common reasons there may be an evacuation include (but are not limited to):

  • Fire
  • Natural Disaster
  • Power Outage (other than designated IT personnel)
  • Threat to Health and Safety
  • Terrorist Attack
  • Incidents identified by the Manager of Office Safety or an Officer as requiring evacuation

In any situation there may be key individuals that are required to stay within the building. In order to prepare the University's employees and students to respond promptly in emergency situations the Office of Campus Safety and Campus Facilities will maintain and test evacuation procedures and the University's emergency notification system. Additionally, the Office of Campus Safety will perform evacuation drills and will test and inspect the University alarm and other emergency systems. All educational activities, system tests, drills and all other information pertaining to emergency procedures will be documented by the Campus Safety Dept. UAT employees and students are responsible for educating their guests on these procedures and the location of emergency exits in order to ensure their safety. Emergency procedure booklets are posted throughout the University along with an evacuation map in every learning area. Students and employees can learn more about evacuation procedures and emergency situations by contacting the Office of Campus Safety.

  1. Education
    • A floor plan of the building with nearest emergency exits will be displayed in all labs and classrooms throughout the building and will be distributed to all department managers. Department managers are responsible for training new employees and disseminating that information to all employees and students.
  2. Emergency Notification System
    • In the event of an emergency the Emergency Notification System (ENS) will be activated and information concerning the emergency will be sent to all UAT employees and students, who have registered their telephone numbers and email addresses with the Office of Campus Safety or Organizational Development, via text message and email. In case of a fire or fire drill, an alarm may also sound.
  3. What to do if there is an emergency
    • Upon hearing an alarm or being notified of an event that requires evacuation of the building, employees should immediately and calmly proceed to their nearest emergency exit. Emergency exits are located on the first floor; individuals on the second floor must take the nearest evacuation route to the first floor to proceed to first floor exits. Instructors should communicate the nearest exit to students, stay until the last student has left the room, and then exit closing the door behind them.
    • Managers should make sure everyone has left their office, and then secure the office as they leave, making sure that employees and students are evacuating the building. In situations where the alarm may not be heard or in case an alarm cannot be sounded, if the manager sees an office or classroom with occupants they should enter the area to inform the occupants of the emergency evacuation and then secure the area.
    • If possible, Safety Officers and other designated individuals will insure everyone has left the buildings and they will monitor the exits to make sure no one returns into the buildings until they are notified it is safe to do so.
    • After exiting the building all persons involved will be advised as to their next actions.
  4. Responsibility of the Office of Campus Safety
    • The Office of Campus Safety or designee will inform managers when it is safe to return to the building and they in turn will inform students and personnel.
    • Evacuation drills will be documented by the Office of Campus Safety in the Facilities Log.
    • Testing and inspection of the alarm system will be performed and documented by the Office of Campus Safety.

Revised 03/2019

Campus Safety Policy

The University of Advancing Technology is a uniquely safe and secure community in a larger urban setting. The University is committed to maintaining this safe and secure learning and working environment for all students, employees and guests. All University students, employees and guests are ultimately responsible for their own personal safety and the security of their belongings. The following safety and security principles are in place to aid the University community in maintaining the safe and secure campus that we enjoy today:

University Safety Philosophy

The University sees itself as a unique community of technological sophisticated students and staff that have learned to collaborate and team together to address a myriad of challenges educationally and professionally. The commitment to safety at the University is based upon a philosophy that the institutional capacity to team and use technology produces results that are superior to simple individualistic approaches. Consequently the safety philosophy is based upon three key elements:

  1. Everyone is responsible to be on alert to identify safety issues
  2. Timely warning and communication must be accomplished by well designed solutions and may include the Emergency Notification System and/or the UAT Intranet page depending on the circumstances.
  3. Each member of the University community needs to feel empowered to take those steps appropriate to maximize safety for themselves and other members of the community.

These principles are set forth to create a foundation of safety systems that will be designed and employed by the Office of Campus Safety as well as all of the institutional departments of the University. These principles will find expression in the interactions with students, faculty and staff, and ultimately strengthened by the coordination of the Office of Campus Safety.

Personal Safety and Community Awareness

Campus safety requires that students and employees assume reasonable responsibility for their own personal safety. In this regard all students and employees must take common sense precautions to assure the safety of themselves and other members of the University community. Students and employees are encouraged to attend safety and security related events to learn more about personal responsibility and protection.

Campus Facilities

The Facilities Department maintains the college buildings and grounds with a concern for safety and security. The Facilities Department makes regular inspection of all facilities making prompt repairs affecting safety or security. Any student or employee who notices a condition that could create a safety or security risk should notify the Facilities Department immediately at 602-383-8228, or submit a facilities work order on the intranet.

If You Witness an Emergency Situation

If you witness emergencies involving personal safety or property call 9-1-1 immediately and then report the incident to Student Services or the Office of Campus Safety. All other suspicious activity and hazardous conditions should be reported to a designated safety officer on duty. It may also be prudent to contact the Tempe Police by calling the non-emergency phone number: 480-966-6211.

Timely Warning

Integral to the University Safety Philosophy is the principle that any imminent or sustained danger to the safety of our community must be communicated as quickly and broadly as feasible to give necessary information that will enable students and employees to take reasonable steps to ensure their own individual and collective safety. Warnings may utilize multiple communication paths such as emails, text message, and person to person communication. In addition to these immediate communication options the University, through the Office of Campus Safety, will provide students and employees notice of any sustained or prolonged danger through the necessary technological communication channels. The warning by the Office of Campus Safety will contain the information necessary to employ all appropriate steps necessary for each member of the community to maximize his or her safety. All incidents must be recorded immediately.

In the event of an imminent threat to the safety of students or employees all members of the community are expected to utilize the email group to communicate the nature and extent of the threat throughout the University email system.

Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act

In compliance with Federal law, Title 34 CFR part 668.46 the University makes available to students, employees, and prospective students campus crime statistics as required by the Department of Education regulations. Crime Statistics are available at:

For more information, the University's current Annual Security Report is available at: You may print a paper version of the Annual Security Report from this link or contact the Office of Campus Safety or a member of Student Services to obtain a paper copy. If you would like a copy mailed to you please include your full name and mailing address with your request.

Questions, concerns and comments regarding campus safety should be directed to the Campus Safety Manager at 480-351-7896

Revised 03/2019

Change of Address or Family Status Policy

Employees should keep the University of Advancing Technology advised of any changes in their address, phone numbers marital or family status in timely manner so that their employee file can be updated.

Revised 03/2019

College Policy on Drugs and Alcohol Policy

The Drug-Free Workplace Act of 1988 and the Drug Free Schools and Communities Act Amendments require the University of Advancing Technology to adopt and put into effect a program to prevent the unlawful manufacture, distribution, dispensation, possession or use of illegal drugs or alcohol by students and employees on University property or in University facilities, or at University events and to offer an anti-drug and alcohol abuse program.

The University of Advancing Technology is committed to maintaining an environment free of illegal drugs and drug and alcohol abuse. The Drug-Free Schools and Communities Act Amendments of 1989 (effective 9-1-90) require the distribution of the following information to all students and employees.

College Policy on Drugs

Sale, use possession or distribution of prohibited drugs or controlled substances, is prohibited in college buildings or ground and at college-sponsored events. The term "drug" covers all controlled substances as defined in Chapter 34 Arizona Revised Statutes Section 13-3401 to 13-3422. Offenders are subject to college discipline, up to and including dismissal from the college or termination of employment and referral for prosecution.

An employee convicted of any violation of the criminal drug statutes for activities in or on property owned or controlled by the University or at activities sponsored by the University must notify his or her Manager or Provost of the conviction, in writing, within five calendar days of conviction.

Health Risks Associated with Illegal Drug or Alcohol Use


Narcotics such as opium, morphine, and heroin can cause euphoria, drowsiness, respiratory depression, constricted pupils, and nausea. The symptoms of an overdose of narcotics are slow and shallow breathing, clammy skin, convulsions, coma, and possible death. Persons experiencing withdrawal from addiction to narcotics can experience watery eyes, runny nose, yawning, loss of appetite, irritability, tremors, panic, cramps, nausea, chills, and sweating.

Depressants such as barbiturates and quaaludes can cause slurred speech, disorientation, and drunken behavior. An overdose of a depressant results in shallow respiration, clammy skin, dilated pupils, weak and rapid pulse, coma, and possible death. Withdrawal symptoms include anxiety, insomnia, tremors, delirium, convulsions, and possible death.

Stimulants such as cocaine and crack can cause increased alertness or euphoria, an increased pulse rate and blood pressure, insomnia, and loss of appetite. An overdose of stimulants results in agitation, and increase in body temperature, hallucinations, convulsions, and possible death. Withdrawal symptoms include apathy, long periods of sleep, irritability, depression, and/or disorientation.

Hallucinogens such as LSD and amphetamines cause illusions and hallucinations and poor perception of time and distance. The effects of an overdose include psychosis and possible death.

Marijuana and hashish can cause euphoria, increased appetite, relaxed inhibitions, and disoriented behavior. The effects of an overdose include fatigue, paranoia, and possible psychosis. Withdrawal symptoms include insomnia, hyperactivity, and decreased appetite.


Alcohol consumption causes a number of marked changes in behavior. Even low doses significantly impair the judgment and coordination required to drive a car safely, increasing the likelihood that the driver will be involved in an accident. Low to moderate doses of alcohol also increases the incidence of a variety of aggressive acts, including spouse and child abuse. Moderate to high doses of alcohol cause marked impairments in higher mental functions, severely altering a person's ability to learn and remember information. Very high doses cause respiratory depression and death. If combined with other depressants of the central nervous system, much lower doses of alcohol will produce the effects just described.

Repeated use of alcohol can lead to dependence. Sudden cessation of alcohol intake is likely to produce withdrawal symptoms, including severe anxiety, tremors, hallucinations, and convulsions. Alcohol withdrawal can be life threatening. Long-term consumption of large quantities of alcohol, particularly when combined with poor nutrition, can also lead to permanent damage to vital organs such as the brain and the liver.

Mothers who drink alcohol during pregnancy may give birth to infants with fetal alcohol syndrome. These infants have irreversible physical abnormalities and mental defects. In addition, research indicates that children of alcoholic parents are at greater risk of becoming alcoholics themselves than children of non alcoholic parents.

Obligations of the College

The University must notify the appropriate federal agency (e.g., Department of Education) of the conviction of any employee or student worker paid in whole or in part by agency funds within ten days of receipt of the notice of conviction of a drug or alcohol related offense. The University must also make a good faith effort to maintain a drug-free workplace, offer drug awareness education, assist students and employees seeking treatment or rehabilitation, notify employee and students of its policy, and implement and enforce the policy.

College Policy on Alcohol

The sale, dispensation or consumption of alcoholic beverages is prohibited on campus unless specifically authorized at an event approved by the Officers of the University. In all other cases possession, consumption, or distribution of alcoholic beverages is prohibited.


Compliance with the provisions of the University drug and alcohol policies is a condition of attendance at the University. Violators of these policies are subject to discipline, up to and including expulsion from college and referral for prosecution.


Compliance with the provisions of the University drug and alcohol policies is a condition of employment. Violators are subject to discipline, up to and including termination of employment, referral for prosecution or corrective action as the college deems appropriate.

Student workers are subject to discipline, up to and including termination of employment, referral for prosecution or corrective action as the college deems appropriate.

Local State and Federal Laws

Campus Open Container Policy

Permission to consume alcohol on University property at a specific event must be requested in writing and granted in writing by the Officers of the University.

For the dispenser of alcoholic beverages, the following provisions of the Arizona State law pertain.

Minimum Purchase Age

No person shall sell, deliver, give away, or cause, permit or procure to be sold, delivered, or given away any alcoholic beverage to someone under or appearing to be under the age of 21 years. The dispenser is obligated to demand proof of legal age whenever in doubt.

False Identification

In Arizona, anyone under the age of 21 years who presents false or fraudulent written identification in order to secure alcoholic beverages is guilty of a criminal offense.

Possession of Marijuana

A person who knowingly possesses or uses marijuana in Arizona is guilty of a felony.

Drinking and Driving

All states prohibit drinking and driving. In Arizona, it is unlawful to operate a motor vehicle if the operator or person in control of the vehicle is impaired in the slightest degree. A person convicted may serve ten days in jail or more and pay a fine of not less than $250.00.

Arizona State Motor Vehicle Law

The rules and penalties for drinking and driving apply to driving a motor vehicle while under the influence of illicit drugs.


Students seeking counseling in college or referral to community services for drug and alcohol abuse should call or visit the Office of Student Services located in the Student Office.

Employees seeking counseling and referral to community services for drug and alcohol abuse should seek assistance from The Department of Organizational Development. For information concerning these programs, call the Department of Human Resource (

For additional assistance or counseling, students and employees can contact the following agencies and programs:

Office of National Drug Control Policy Drug Policy Information Clearinghouse
PO Box 6000 Rockville, MD 20849-6000
Telephone: 800-666-3332

The Partnership for a Drug-Free America (local office)
3030 N. Central Avenue Suite 509
Phoenix, AZ 85012
Telephone: 602-264-5700

US Drug Enforcement Agency, Phoenix Division
Telephone: 602-664-5600

Community Bridges, Inc. - East Valley Addiction Recovery Center and Outpatient
560 S. Belleview Room A
Mesa, AZ 85204
Telephone: 480-962-7711

RI International
2701 N. 16th St. Suite 316
Phoenix, AZ 85006
24-hour help: 866-481-5361
Telephone: 602-650-1212

East Valley Substance Abuse Center
1550 E. University Dr. Suite F-1
Mesa, AZ 85203
Telephone: 480-833-8122

TERROS Behavioral Health Services
4909 E. McDowell Rd.
Phoenix, AZ 85008
Telephone: 602-685-6000

Alcoholics Anonymous
Salt River Intergroup
3215 E. Thunderbird Rd.
Phoenix, AZ 85032
Telephone: 602-264-1341

EMPACT (suicide prevention center)
618 S. Madison Dr.
Tempe, AZ 85281
Telephone: 480-784-1514

Saint Luke's Behavioral Health Center
1800 E. Van Buren St.
Phoenix, AZ 85006
Telephone: 602-251-8535 or 800-821-4193 (if calling from out of Arizona)

Revised 03/2019

UAT Staff and Faculty Compensation Plans

Goals of the Plan

Build a unified compensation plan that is cross divisional, rewards behavior that the University wants to reinforce, lasts for the foreseeable future, is designed to provide non-management growth, and attributes for compensation are relative to the job. This puts managers on the same side as employees to find and retain people key positions and improve competitiveness.


Employees are expected to learn as much as they can from their current job positions and then advance to the next level through education and increased responsibilities. Compensation for each position is based on the role performed. The University has created evenness across all divisions for compensation, and to negotiate salaries outside the constraints of the plan is highly discouraged.

Elucidates Strategy

UAT uses a 5 Year Strategic Plan with Ambitious Action Plans. The compensation plan addresses the budgeting process and implementation of the strategic plan and blueprints by creating timely opportunities within the budget process to inventory the positions in grades and families, create plans for growth of our people, and align staff resources with the goals for the budget period.

Ideal Candidates

Ideal candidates for becoming part of the UAT family have a specific set of values: Lifelong Learning, Integrity, Continuous Improvement and Teamwork. They possess a quality and work ethic that reinforces solid job performance as well as the culture within the UAT community. These qualities are discovered during the hiring process by ensuring that the ideal candidate questions are covered.

The ideal candidate understands and participates in the small private college community, values education, is teachable and continuously improves, loves geeks and, has a passion to work with and understands our distinctive geek culture. Employees of the University are expected to participate in on-going training, and should expect to grow personally and professionally. Candidates are expected to act with integrity, be good digital citizens, be smart, and own what they do.

The qualities of the ideal candidate are reinforced after their arrival through the institution's values and commitments to growing individuals through the allocation of resources to training and professional development, the ability to grow as a manager or individual contributor, and to demonstrate intelligence by owning what they do.

In addition to this compensation plan, the University will continue to offer a generous benefits package; including tuition reimbursement and other benefits as listed on the employee benefits page.

Revised 03/2019

UAT Scholarship Program Policy

UAT Scholarship Program

UAT encourages and supports its employees in their desire to obtain a degree. It is our policy to aid all employees in the completion of job-related educational credentials through structured participation in any program of instruction offered by UAT.

Any full-time employee who has completed his/her probationary period and is in good standing may apply to attend classes for the purposes of acquiring or completing degree requirements. Employee participation must adhere to the following policy.

  • Employees must receive approval from their department manager prior to proceeding with the application process. Upon approval, the employee must meet all requirements for admissions as published in the current UAT catalog and continue with the standard enrollment procedures, Enrollment Agreement and Enrollment Policy.
  • UAT students who become full-time employees after starting their program (i.e. Bachelors) are not eligible for these scholarships until they complete the program they were enrolled in when they were hired.
  • The Employee may have all of the tuition paid for by UAT; however it is the responsibility of the employee to pay for any associated fees and supplies, including the non refundable seat deposit and Resource fee.
  • In accordance with I.R.C. Sec 117(a), Qualified Tuition Reduction, the scholarship amount for employees in a UAT Undergraduate Program is not included in the employee's gross wages. For employees enrolled in a UAT Graduate Program, the benefit is included in employee's gross wages unless the education is considered a working condition benefit outlined in I.R.C. Sec 132(j)(8). This provision provides that the education is necessary to maintain and/or acquire skills to enhance his/her performance of current duties in their current position and salary level.
  • Scholarships are reviewed each semester for renewal. Officer approval is required for scholarship renewal if employee falls below a 3.0 CGPA.
  • Employee must attend classes on their own time and shall ensure that such participation has no adverse effect on the performance of their assigned duties or responsibilities during their scheduled work hours. Should a lack of performance of their assigned duties or responsibilities be noted by the employee's manager, the employee may be asked to cease enrollment at UAT.
  • The employee will be treated in all respects as a regular member of the class especially with regards to attendance, grading, credits for the course and transcripts. It should be noted, however, that an employee/student is a direct representative of the UAT and is therefore expected to be an exemplary role model for all other students. This is particularly important in the areas of attendance, communication, dress, and grades.
  • Employees who choose to use Federal Aid or private loans will have their UAT Scholarship reduced by the amount of aid received and will not be eligible for a stipend.
  • Any employee who takes advantage of the UAT scholarship program will be held to a higher standard. Employee performance in class is expected to match your performance during work hours, meaning you set the example for other students by attending all classes, completing all assignments and passing all classes with exceptional grades. Employees who do not meet these standards may be placed on probation or have their employment terminated with the University.

Dependent recipients of these scholarships are regarded as "good will ambassadors," and shall act accordingly at all times. Additionally, to remain eligible for dependent scholarships, the employee must remain a full-time employee in good standing, and the dependent student attending classes must be in good standing and meet all minimum requirements for satisfactory academic progress as defined in the college catalog. If an employee resigns or is terminated prior to completion of a program by a dependent, the dependent scholarship will cease at the end of the semester. The dependent will be allowed to finish out his/her current semester under the scholarship, but will then need to make financial arrangements to continue on with his/her education.

Employees and dependents on a UAT scholarship may only take Financial Aid in the amount up to the cost of attending UAT. Stipends will not be given (other than Pell) to those on a UAT scholarship.

Revised 09/2020

In accordance with the Higher Education Opportunity Act of 2008, University of Advancing Technology is committed to informing the public about U.S. Copyright Law.


The University provides resources for University-related duties and responsibilities. The improper or unethical use of these resources is strictly prohibited. Unauthorized copying, downloading, uploading, sharing, installing, or distributing of copyrighted material for which UAT or the end user does not have express permission to use or does not fall within Fair Use guidelines is strictly prohibited.


Disciplinary action may include referral to the Disciplinary Committee, and in cases of repeat offenses, action may also include loss of access to UAT networks. In addition to any University action, the copyright owner may also take further legal action against the individual concerned.

Summary of Civil and Criminal Penalties

Copyright infringement is the act of exercising, without permission or legal authority, one or more of the exclusive rights granted to the copyright owner under section 106 of the Copyright Act (Title 17 of the United States Code). These rights include the right to reproduce or distribute a copyrighted work. In the file-sharing context, downloading or uploading substantial parts of a copyrighted work without authority constitutes an infringement.

Penalties for copyright infringement include civil and criminal penalties. In general, anyone found liable for civil copyright infringement may be ordered to pay either actual damages or "statutory" damages affixed at not less than $750 and not more than $30,000 per work infringed. For "willful" infringement, a court may award up to $150,000 per work infringed. A court can, in its discretion, also assess costs and attorneys' fees. For details, see Title 17, United States Code, Sections 504, 505.

Willful copyright infringement can also result in criminal penalties, including imprisonment of up to five years and fines of up to $250,000 per offense.

For more information, please see the Web site of the U.S. Copyright Office at


Under the terms of the Digital Millennium Copyright Act (DMCA), the University has filed a designation of agent for notifications of claims of infringement pursuant to Section 512(c) of the Copyright Act. Any take down notices or notices of copyright infringement should be sent to the designated agent on file.

Revised 03/2019

Credit Hour Awards

Credit hour information can be found here

Revised 03/2019

Dress Code Policy

The University of Advancing Technology's objective is to establish an environment where employees project professionalism yet are still comfortable within the workplace. Because not all clothing is suitable for the office nor promotes professionalism, guidelines are needed to determine what is appropriate to wear. Employees are required to dress professionally; business casual (i.e. khaki pants and polo) at the minimum. These standards are established to maintain a neat appearance, improve our overall conduct, make a positive impression and meet the expectations of our constituents.

List of Dress Principals

Monday-Thursday and any other business casual dress days:

  • Clothing should be neat and clean
  • Clothing should look professional and appropriate
  • All shoes must be dress or business appropriate regardless of style
  • Men's shirts other than sweaters must have collars and be tucked in
  • Sleeveless shirts for women with a 3 finger width are permitted if they are appropriate business wear. Tank tops for men are not permitted.
  • Skirts must be business appropriate
    • The appropriate skirt length is no more than 2 inches above the knee.
    • Generally, slits in the center back of a skirt - to facilitate walking a stair climbing - are acceptable. Slits to facilitate a view of your legs are not appropriate for business purposes.
    • Pants must be business appropriate
  • Dress Capri pants are allowed for women
  • Corduroy and cargo pants are not permitted
    • Leggings are permitted under dresses that are business appropriate but not worn as pants.
    • T-shirts are not permitted

Fridays that are not deemed business casual and other casual days

All standards listed above are still required with the following exceptions:

  • Leggings are permitted
  • T-shirts are permitted
  • Tennis shoes are permitted
  • Denim and distressed jeans (without holes) are permitted
  • Corduroy and Cargo pants are permitted
  • Men's shirts may be untucked if appropriate
    • Collared shirts are not required

Unacceptable on all days

  • Gym clothes
  • Rumpled or ripped clothing
  • Miniskirts
  • Underwear as outerwear
  • Shorts
  • Provocative or revealing attire

Specific positions are established exceptions

  • Campus Operations and the Café: These positions must wear UAT branded uniforms (black pants / khaki pants / jeans and a UAT polo) when business casual is not appropriate (denim is allowed but shorts are not)
  • Campus Safety: These positions must wear UAT branded uniforms (black pants / khaki pants / jeans and a UAT polo) when business casual is not appropriate (denim and shorts are allowed when working outside)
  • Student Workers: These position have the option of wearing business casual or UAT branded shirts with pants or skirts (denim is allowed but shorts are not)

Enforcing Policy

  • Any employee in violation of UAT's dress code policy may be asked to return home, change and make up the missed time within the work week. Repeat offenses may result in the offending employee being placed on a performance agreement.

Revised 03/2019

Code of Conduct

The UAT community consists of employees, faculty and staff, all of whom are expected to maintain a high standard of ethics, behavior and purpose. UAT employees are important and vital members of this community because they represent the University in all of their personal and public endeavors, both on and off campus. Employees carry the obligation to conduct themselves in a manner that is responsible, professional, ethical and beneficial to themselves and other members of the University community. These expectations hold true on campus and wherever they represent the University in any capacity.

In addition to this code of conduct, employees are subject to general standards of conduct for employees, requirements made under the UAT employment agreement, and UAT’s policies and are expected to meet any professional standards of conduct or ethical requirements applicable to their department.

Those acting on behalf of University of Advancing Technology, have a general duty to conduct themselves with honesty and trustworthiness, with efficiency and effectiveness, and to demonstrate accountability and compliance with state and federal laws, and Board policies and system procedures.

To the extent a provision in this procedure is determined to be inconsistent with terms of a statute, policy, procedure or applicable bargaining agreement, the statute, policy, procedure or bargaining agreement governs. If you have questions regarding application of the employee code of conduct, contact your supervisor or the Organizational Development.

Conflicts of Interest

Employees are obligated to avoid situations that involve a potential conflict of interest with University of Advancing Technology. If an employee feels that they are involved in a situation/decision (e.g. financial, familial, consensual relationships etc.) that may be a potential conflict of interest, they should work with their direct supervisor for resolution. Consensual relationships between employees at UAT need to be disclosed to Organizational Development before any conflicts could arise. If you have questions regarding these provisions, contact your supervisor or Organizational Development. A conflict exists when you:

  1. Use your position to secure an advantage for yourself, your immediate family, consensual relationship partner, or an organization with which you are associated that is not available to the general public;
  2. Accept employment or a contractual obligation which would affect your independence of judgment in your UAT job;
  3. Use work time, facilities, equipment, supplies, badge, uniform, influence of your position/department, or confidential information for personal gain;
  4. Receive payment from other work you are expected to do during your regular employment; or
  5. Compete with the University for services the University provides.

Compensation, Benefits or Gifts from Other Sources

A financial interest is not necessarily a conflict of interest. Employees of the University are allowed in certain cases, to receive gifts and/or compensation from outside of the University based on the following provisions:

  1. Employees may accept gifts and/or meals directly from the University (e.g. meals, awards, etc.).
  2. Employees may accept gifts and/or meals from constituents of the University provided that the direct and indirect remuneration as well as gifts or favors are insubstantial (no greater than $100.00). Should the amount of the gifts/meals be greater than $100.00, the employee must receive written approval from their direct supervisor prior to acquisition (when possible).
  3. Employees may work outside and be paid outside of the University, so long as they have disclosed this information to their direct supervisor and have received written permission for each position/job/business venture that the employee is engaged in.

Use of University Property

Some employees may be given University property in order to complete their day-to-day jobs. This property may include cell phones, laptops and other technology equipment required for their position. These items remain University property and should be used as such. This means that employees are to abide by all University policies and not break any laws when using this property.


University of Advancing Technology prides itself on being family oriented. As a result, we have many family members who work for the University. In order to alleviate the possible conflict of interest(s) that may arise, the University relies on all employees to use good judgment when making decisions that involve family members and to see the Conflict of Interest section of this policy for steps to ensure that a conflict does not arise. Examples of a conflict of interest are promotions, salary increases and other perks and benefits. Should an employee be involved in a conflict of interest with a family member, an objective third party with an appropriate position should intervene on their behalf.

In some cases, where an employee requires redirection or reprimand, it will fall on the family member or consensual relationship partner to discuss these issues with the employee. This may arise when a manager is uncomfortable reprimanding a familial employee, the family member recognizes the issue or the issue is an uncomfortable topic for anyone but the family member.

Recruitment, Admissions and Financial Aid

All University employees have a duty to adhere to the Employee Code of Conduct and make sure that there are no conflicts of interest in their decision-making. This is especially true for Recruitment, Admissions and Financial Aid Staff who are working with incoming students. It is essential that students are not given false or misleading information in order to further the goals of these employees. If a UAT employee feels that they are engaged in a situation that constitutes a conflict of interest, they need to report this issue to their direct supervisor for resolution and assistance.

Personal Information

University employees are often engaged in work that gives them access to private information of students, other employees and University constituents. This means that all employees have a duty to protect this private information and only use the information for the manner in which it was intended. If an employee is in a situation where a breach of personal information may arise, they should contact their direct supervisor for assistance and resolution.

All University employees are bound by the rules set forth in the Family Educational Rights and Privacy Act (FERPA).

Other University Policies and Procedures

As University employees, we must comply with all policies, rules and regulations. We are each responsible for being familiar with all policies and procedures that apply to our areas of responsibility. The following policies apply to all system employees.

Employee Grievance

Employees who have concerns, disputes or complaints about an experience at UAT must follow this procedure:

  1. The first stage of the University’s grievance process is for the employee to bring his/her concerns to the attention of the individual most directly associated with the concern. Through email and face-to-face discussions, most matters can be resolved.
  2. If discussions fail to resolve or answer the concern to the employee’s satisfaction, the employee shall then contact their manager. The employee’s manager will seek to answer and/or resolve the employee’s concerns.
  3. If the manager cannot assist in resolving the student’s concerns, Organizational Development should be contacted and work to resolve the employee’s concern.

Should the manager be the source of the employee’s grievance, the employee should first try to resolve the issue directly and then seek assistance from Organizational Development.

All concerns that are legal issues (such as harassment or fraud) or a violation of the employee code of conduct should be immediately reported to Organizational Development.


Our system strives to provide all members of our community with a work and educational environment that is collegial and free of illegal discrimination or harassment based on race, sex color, creed, religion, age, national origin, disability, marital status, status with regard to public assistance or sexual orientation, or membership in a local commission as defined by law.

Digital Citizenship

Employees embody a clear sense of ethical conduct in physical and digital worlds. They will promote and exemplify good digital citizenship and high ethical standards. Infractions of this order include, but are not limited to, illegal hacking, downloading/uploading of offensive material, digital theft or other actions, which contradict UAT policies and values, good ethical standards, or local, state and federal laws.

Fraud and Other Dishonest Acts

In order to ensure that we use our resources as effectively as possible and that we comply with the law, fraudulent and other dishonest acts are not tolerated. Employees are required to report fraud or other dishonest acts when they have a reasonable basis to believe such an act has occurred. Managers and supervisors are responsible for educating employees about proper conduct, creating an environment that deters dishonesty and maintains internal controls that provide reasonable assurance of achieving management objectives and detecting dishonest acts.

Examples of fraud or dishonest acts include taking cash or other property; making false time reports or reimbursement claims; forgery or alteration of documents or reports; improper handling or reporting of financial transactions or audit information; and incurring contractual or other obligations that exceed appropriations.

Moonlighting Policy

The University of Advancing Technology has no objection to employees working another job as long as they can meet the performance standards for their job at UAT. UAT recognizes the fact that an employee may be justified, under some circumstances, in accepting casual outside employment to be performed after working hours, if no conflict with UAT's interest is involved.

No employee shall accept or engage in any activity, business, or employment that would conflict with UAT's interests or diminish the ability of the employee to render to the University the full, loyal, and undivided service which is contemplated in his or her employment by UAT.

Employees must review their employment agreement on how to request permission for work outside of UAT.

Student Relations Policy

All University of Advancing Technology staff and faculty shall respond to and interact with UAT students in a professional manner, remain above reproach and in compliance with all federal, state and local laws, rules and regulations.

All staff and faculty must:

  • Respond to University of Advancing Technology students in a helpful, courteous, and thoroughly professional manner, which reflects credit upon him/herself and this institution.
  • Abstain from offering or providing charity or "special treatment" of any kind to a student or prospective student. Charity or special treatment (such as buying books for a student on a UAT employee discount or paying a student's fees) especially to a prospective student, may be construed as an "inducement to enroll" and is in violation of federal law.
  • Limit social involvement with students or prospective students with exception to official or school-sponsored events.
  • Treat student personal problems or complaints with strict confidence and in compliance with UAT's policies and discuss these only in private at official UAT meetings.
  • Promptly report all disturbances or questionable acts to their direct supervisor. This may include potentially dangerous behavior by a student (agitated state or proclivity toward violence).
  • Immediately report any Title IX violations (See Title IX and Grievance policies) to the appropriate Title IX coordinator.
  • Make every effort to help each student meet his/her special needs by making full use of the school's services and resources both on and off campus; this may include walking a student to the appropriate department or counselor for help.

Revised 03/2019

Employee Dependent Educational Benefits Policy

UAT values the contributions made by its employees. As part of the employee benefit package, the University offers dependent undergraduate scholarship opportunities for full-time employees. Dependents eligible for benefits are defined as spouses and children of eligible employees. Dependents of employees must also be able to meet all current University undergraduate admissions standards and follow all current University student policies as outlined in the college catalog.

Employees wishing to take advantage of this benefit should see Admissions for a Dependent Scholarship Application. After verifying eligibility with the Organizational Development Department, a class seat will be assigned by Admissions, based on space availability. Dependent educational scholarships to attend UAT begin when an employee has completed two full years of service to the college. At no time shall an eligible employee have more than two dependents under scholarship at the same time. The amount of the scholarship will vary according to the following table of service:

  • Two years of full-time service – dependents receive a 25% scholarship on program tuition.
  • Three years of full-time service – dependents receive a 50% scholarship on program tuition.
  • Four years of full-time service – dependents receive a 75% scholarship on program tuition.
  • Five years or more of full-time service – dependents receive a 90% scholarship on program tuition.

In all cases, the cost of books, fees, and resources for UAT programs are the responsibility of the employee and his/her dependent. Scholarship amounts will be deducted from program tuition on a per semester basis, as classes are attempted.

If an employee uses the dependent educational benefit, they must stay employed for one year after completion of their program. If they do not, they may be charged one semesters tuition and fees.

Employee Extended Family Educational Benefits Policy

UAT values the contributions made by its employees. As part of the full-time employee benefits package, the University offers an extended family member undergraduate scholarship opportunity. Extended family eligible for benefits are defined as family members other than spouses and children of eligible employees. Extended family of employees must also be able to meet all current University undergraduate admissions standards and follow all current University student policies as outlined in the college catalog.

Employees wishing to take advantage of this benefit should see the Admissions Department for a UAT application. After verifying eligibility with the Organizational Development Department, a class seat will be assigned by Admissions, based on space availability.

Extended family educational scholarships to attend UAT begin when an employee has completed one full year of full-time service to the college. At no time shall an eligible employee have more than two extended family or dependent family members under scholarship at the same time. The scholarship for extended family members is a 20% tuition reduction for each semester.

In all cases, the cost of books, fees, and resources for UAT programs are the responsibility of the employee and their extended family members. Scholarship amounts will be deducted from program tuition on a per-semester basis, as classes are attempted.

All extended family members are expected to pass all of their classes, remain in good standing, and not drop or withdraw from any classes. Extended family scholarships will be revoked if the student does not meet SAP expectations.

If an employee uses the dependent educational benefit, they must stay employed for one year after completion of their program. If they do not, they may be charged one semester’s tuition and fees.

Revised 12/2020

Scholarship Continuance

Dependent recipients of these scholarships are regarded as "good will ambassadors," and shall act accordingly at all times. Additionally, to remain eligible for dependent scholarships, the employee must remain a full-time employee in good standing, and the dependent student attending classes must be in good standing and meet all minimum requirements for satisfactory academic progress as defined in the college catalog. If an employee resigns or is terminated prior to completion of a program by a dependent, the dependent scholarship will cease at the end of the semester. The dependent will be allowed to finish out his/her current semester under the scholarship, but will then need to make financial arrangements to continue on with his/her education.

Employees and dependents on a UAT scholarship may only take Financial Aid in the amount up to the cost of attending UAT. Stipends will not be given (other than Pell) to those on a UAT scholarship.

Revised 07/2020

Employment Termination

The employment relationship between the University and the Employee may be terminated at any time, at the will of either party. Employees may be terminated from employment due to company needs or problems with employee performance or behavior. Company needs may include a mismatch of the human resource need of the University, the capability of the employee or changing needs of the University that create a mismatch or need for employee reduction. Except as hereinafter set forth, diligent, phased efforts to correct employee performance or behavior problems will be followed in advance of actual termination by the department manager. This policy covers the communication of the problem as well as the actual termination and represents minimum requirements.

All terminations will be completed with Organizational Development in attendance or by an OD representative. Terminations require a letter to the employee expressly stating their termination and an OD representative must be in attendance or carry out the termination.


Employment may be terminated when an employee's job (or a significant portion of that job) is no longer needed by the University or Department (subject to Presidential and Organizational Development approval).

Termination of Employees Not Up to UAT Standards or UAT Needs

UAT's employee benchmarks require above average performance. As a result, we reserve UAT employment for employees who exceed the expectations of their position. In the event that an employee is unable to consistently meet departmental goals or projects or unable to perform their job the employee may be immediately terminated subject to Presidential and Organizational Development approval.

*** This section is not meant to suppress innovation or risk taking, but is to be utilized for employees who are not performing at a high level consistent with UAT's requirements.

Termination Due to Employee Performance or Behavior

It is the intent of the University of Advancing Technology to make expectations of employees' performance and behavior clear and work with employees to meet company expectations. Management may, however, use its judgment to terminate employees immediately should the situation warrant (see section above).

Employee Performance or Behavior Termination Steps:

  1. Verbal Warning – The manager should verbally warn the employee that their behavior or performance is not acceptable. At this time the employee should be coached to understand what acceptable behavior or performance is and how to meet the requirements of their position.
  2. Written warning/Performance Agreement – The manager should meet with the employee and go over the written warning/performance agreement stating the reason the employee is being reprimanded. This written document should also contain what the employee needs to do to improve their performance/behavior, a time frame for the employee to improve (long enough to see long term changes in the employee's behavior/performance) and a follow up meeting date. This document should be signed by both the employee and manager.
  3. Probation – If the employee fails to meet any objectives in the Written Warning/Performance Agreement they will be placed on Probation. Probation is the final warning before employee termination and should be documented with a letter to the employee. This document should be signed by both the employee and manager.
  4. Termination – If an employee does not meet the objectives stated in the Probation letter, has repeatedly demonstrated poor performance or behavior or is being terminated immediately, a termination letter will be written. The manager should meet with Organizational Development to determine the proper steps. Severance pay will not be given for this type of termination.

Note: If an employee refuses to sign a disciplinary notice or letter of expectations, or behaves in an uncooperative manner or gives the manager reason to believe that improvement is unlikely or that other negative results to the University or its members may occur, he/she may terminate the employee immediately.

Immediate Termination of Employment

In certain cases in order to protect the health and safety of students, or the best interests of employees, invitees of the University, or the University itself, immediate discharge of an employee may be warranted. The following list is not all-inclusive; Organizational Development has the discretion to determine other circumstances that meet the intent of this section.

  • In the event that an employee is found to have distributed, dispensed, or used a controlled substance on the campus of the University, the employee will be immediately terminated from employment.
  • In the event that an employee is convicted of a violation of a criminal drug statute, the employee will be immediately terminated from employment.
  • In the event that an employee is determined to have embezzled or appropriated assets from the University, the employee may be immediately terminated from employment.
  • In the event that an employee threatens any person on the campus of the University with physical harm or engages in conducted deemed to constitute sexual harassment, the employee may be immediately terminated from employment.
  • An employee may be immediately terminated from employment for insubordination, conduct which constitutes a fraud, or conduct which involves moral turpitude.
  • An employee may be immediately terminated from employment if the employee willfully fails to come to work or fails to complete any step in the procedure for employee termination.
  • The employee may be immediately terminated from employment during the initial hiring probationary period.
  • An employee that is employed in connection with a Federal Work Study Program may be immediately terminated if said employee is not eligible for Federal Work Study funding or if the employee withdraws from the University as a student.
  • Employees who are found to continually negatively impact the University, it's employees or it's goals may be terminated immediately, subject to Presidential and Organizational Development approval.


In all cases except layoffs, severance allowance will not be offered. Student/part time workers, seasonal workers, and temporary workers do not qualify for severance.

The foregoing policy in no way create an express or implied covenant of continued employment, nor do they modify the "at will" status of employment of the employees of the University.

Revised 03/2019

Expense Reimbursement Policy

The University of Advancing Technology will reimburse employees for certain expenses incurred to further the mission of the University provided that the expenses have been pre-approved by your Manager. For purchases outside of expense reimbursements, see Purchase Request policy.

All expense reimbursements will be documented on the UAT Expense Report form and must be approved by the appropriate Manager. All reimbursable items listed must be supported by detailed receipts and other specific documentation, as needed. Expense reports must be received by the Accounting department within the same calendar month the expense was incurred or within 5 business days of incurring the expense, whichever is earliest.

Expense reports should not be used to circumvent purchase requests or petty cash.

For travel related expenses, please see the Travel Policy.

Revised 03/2019

Family and Medical Leave Act Policy

Effective August 5, 1993, The Family and Medical Leave Act (FMLA) was adopted by the University of Advancing Technology.

Eligible Employees

In order for an employee to take advantage of the UAT's FMLA policy, the employee must have worked for UAT for a total of 12 months AND worked 1,250 hours over the previous 12 months.

Types of Leave

A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons:

  • for the birth and care of a newborn child of the employee;
  • for placement with the employee of a son or daughter for adoption or foster care;
  • to care for a spouse, son, daughter, or parent with a serious health condition;
  • to take medical leave when the employee is unable to work because of a serious health condition; or
  • for qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is on active duty or call to active duty status as a member of the National Guard or Reserves in support of a contingency operation.

** A covered employer also must grant an eligible employee who is a **spouse, son, daughter, parent, or next of kin of a current member of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness up to a total of 26 workweeks of unpaid leave during a "single 12-month period" to care for the service member.

Leave Requirements

  • Length of Leave - An annual (rolling calendar year), not a "per occurrence," limit of 12 workweeks of unpaid leave during the 12-month period following the employee's anniversary date for all types of leave is allowed. If spouses are employed by UAT, a maximum of 12 weeks total for birth, adoption, or care of a sick parent are allowed, with each spouse allowed up to 12 weeks leave for serious illness of self, or to care for a sick-child or spouse. UAT requires an employee to first use any paid vacation, personal, or sick time he/she has accrued which will run concurrently with the 12-week total required by FMLA.
  • Reduced and Intermittent Leave - Family leave can be intermittent or on a reduced leave basis only with UAT's approval, and Medical leave may be taken intermittently or on a reduced leave basis only when medically necessary. If an employee requests intermittent or reduced leave, UAT may transfer the employee to an alternate position with equivalent pay and benefits.
  • Foreseeable Leave - If leave is "foreseeable," the employee must notify UAT at least 30 days prior to the date the leave is to begin. If notice is not given, and there is no reasonable excuse for the delay, UAT can deny leave until at least 30 days after notice is received.
  • Unforeseeable Leave - If 30 day notice is not possible, the employee should notify UAT in person or by telephone " soon as possible and practicable."
  • Certification of Medical Conditions – UAT may require certification from a health care provider for requested medical leave, as well as a second opinion of medical certification. UAT may not require an employee to submit to a medical exam unless it is "job-related and consistent with business necessity".

Employment and Benefit Protection

  • Restoration to Position - Any employee who takes leave must be restored to the same position he/she held prior to the leave or a position with "equivalent employment benefits, pay, and other terms and conditions of employment." However, the employee has no greater right to restoration than if he/she had been continuously employed. Leave may not result in the loss of any employee benefit accrued prior to the leave.
  • Denial of Restoration - UAT may deny restoration if the employee would have lost the job had he/she not been on leave (i.e., due to layoff), the employee fraudulently obtains FMLA leave, or the employee works elsewhere during FMLA leave.
  • Maintenance of Health Benefits – UAT must maintain any "group health plan" under the same conditions as if the employee had continued employment during the leave. However, if the employee has additional dependents for which premiums are ordinarily paid through payroll deductions, the employee is responsible for continuing to make these payments during leave.
  • COBRA & FMLA - Leave is not a qualifying event for COBRA. The COBRA event begins at the end of leave or when UAT is made aware that the employee does not intend to return.

Miscellaneous Provisions

  • Discrimination - UAT may not in any way discriminate against an employee who has filed charges, or instituted a proceeding under the act or has provided information or testified in connection with any inquiry regarding FMLA rights.
  • Enforcement - An employee may file a complaint with the Secretary of Labor in person, by mail, or by telephone with the local Wage and Hour Division of the U.S. Dept. of Labor, or may, instead, file a private lawsuit. Action may not be brought against UAT more than 2 years after the alleged violation or 3 years if the violation is "willful." UAT may be liable for damages equal to any wages, salary benefits or other compensation due to violation; actual monetary losses sustained by employee for a sum up to 12 weeks of wages or salary plus interest; interest; or plaintiff attorney's fees and court costs; liquidated damages equal to sum above unless the violation was in good faith and UAT had reasonable grounds for believing it was not a violation. The employee may have a right to reinstatement and promotion.

Employee Vacation and Personal Time

Employees are required to use up paid leave first. If the employee's paid time off does not cover the FMLA leave time, the employee will take this leave without pay.

Revised 03/2019

Federal Work Study (FWS) Policy

University of Advancing Technology makes it a priority to place eligible students in on-campus student service-related jobs and off-campus community service positions utilizing Federal Work Study (FWS) funds awarded annually to the institution. FWS students may not work in non-community service jobs that are not student services.

All jobs will be posted to make them reasonably available to all eligible students.

Pay rate changes must be approved by FAO (Financial Aid Officer), as the student's eligibility to remain employed might be affected.

Students are limited to working up to the amount of the eligibility award. Once the funds have reached a zero balance the student can no longer work until additional funding has been established, students may be terminated at this time due to the needs of the department. Failure to re-establish FWS funding will result in the termination of the position for the student. FWS positions are limited to 20 hours per week to allow the students ample time for their studies.

If a student employee takes a Leave of Absence, withdraws from school or is no longer in Satisfactory Academic Progress, he or she may not continue to be employed as a FWS employee. A student on Academic Break who is scheduled to return and has indicated, in writing that he or she intends to do so, may remain in FWS employment.

Student services may include: jobs in financial aid, jobs in a library, peer guidance counseling, job placement, assisting an instructor with curriculum-related activities, (e.g., teaching assistant), security, social and health services, tutoring.

34 CFR 675.21(b), Student services definition cite 34 CFR 675.2(b)

Revised 03/2019

Gambling and Money Schemes

Illegal gambling and money schemes are strictly prohibited on campus, or in association with any UAT event or activity. Employee office pools (baby pools, Superbowl, NCAA Basketball Tournament etc.) are acceptable as long as they remain employee only events, with no student involvement.

Office pools related to specific events or activities are acceptable as long as no student participation is allowed, and 100% of all money collected is distributed to the pool winner(s). No portion of the money collected from an office pool may go to the pool organizer, or the "house," which would make the activity illegal in the state of Arizona. Employees involved in illegal gambling activities or money schemes, in direct violation of this policy, will be subject to a formal reprimand, suspension or termination.

Revised 03/2019

Hiring Policy

It is the intent of this institution to select high caliber employees who are an excellent cultural match. This policy will ensure a timely, effective and equitable hiring process to attract and select University employees. Managers are expected to follow this policy in all hiring decisions as this policy applies to all University employees.

All full time and faculty positions will require candidates to possess at minimum a bachelor degree.

When a vacancy occurs or a new position is created for a Full Time Staff or Faculty Member:

The Hiring Manager of each department will submit a New Employee Request via email to OD for approval. From here, OD and the hiring manager will determine the order of interviews (OD, Manager and Officer) and proceed to interview multiple candidates until 3 excellent candidates are found. Once three excellent candidates are found, the hiring manager's officer will conduct final interviews. After all three interviews have occurred, the hiring manager, OD and the officer all must unanimously agree on a candidate. If a unanimous agreement cannot be made, the hiring process will start over from the beginning.

A background check and credit check will be run through OD. If a past felony, drug misdemeanor is found or the candidate is in default with their student loans then the candidate cannot continue through the interview process and will be thanked for their time.

The Hiring Manager shall notify candidates from the final round of interviews of the hiring decision.

Exceptions to this policy:

Federal Work Study Employment (FWS), Part Time Student Employees and Temporary Employees will follow the above mentioned policy but will not be required to have more than one candidate for consideration or have an officer interview. The Organizational Development Department and Hiring Manager will jointly make the hiring decision.

Student workers and managers need to understand that school comes first for student employees. Should a student begin struggling in school once they start working for UAT, managers should try to assist the student and ultimately make the best decision regarding retaining the student employee based on the student's success in their classes. Student employees will be required to have and maintain at least a 2.5 CGPA to be considered for employment with the University. If a student drops below a 2.5 CGPA they will be given a warning and be required to move their CGPA to above a 2.5 within one semester. It is the manager responsibility to check the students CGPA. If this is not possible or does not happen, the student's employment will be terminated with the University.

A temporary position may not be open for longer than six (6) months. If the temporary position extends for over six months, the position must be changed to a permanent position.

Temporary employees and FWS employees may be let go prior to, or on, their expected commencement of employment date without completing the steps of the University's termination policy.

Long term Contracted Employees, Part Time Employees, Intern to Hire, Adjunct Faculty and Part-Time to Full time employees will follow the above mentioned policy but will not be required to have more than one candidate for consideration.

Adjunct faculty will require interviews with OD and an officer if they will be teaching more than two courses in a semester.

Part time to full time staff and faculty members will require a meeting between OD and the hiring manager prior to having a full time position offered to them. The decision to move the employee or faculty member to full time must be submitted to the officer team for approval.

New Position Probationary Period

The University believes that finding the right fit culturally is important. The University of Advancing Technology's 120 day probationary period allows both the employee and employer to make sure that both are satisfied with their employment before moving on to continuous employment.

All newly hired full time, ½ time, and ¾ time employees shall be placed on a 120-day probationary period (or the completion of one full semester for Faculty members). In the State of Arizona, UAT still retains the right of employment-at-will.

This time should be used by the employee and their manager to assess themselves on the job and in the culture to the fullest extent.


The University of Advancing Technology hiring policy exists to ensure that UAT selects the highest caliber applicants for all positions to advance the University's mission and vision. In order to accomplish this goal, UAT must recruit applicants from Arizona as well as from across the Nation. When it is in the best interest of UAT to facilitate the relocation of a staff or faculty member, UAT will provide out of state relocation assistance to the employee in accordance with the provisions of this policy and with manager discretion.

Organizational Development will be notified of the candidate and determine the hiring package. The amount will be dependent on the level of the position. For all Manager and qualified faculty positions a total of $3500.00 will be offered to the employee. For all other qualifying positions, an allowance of $1500.00 will be offered.

UAT will cover the cost of loading, unloading and transportation charges of the moving company, and travel to Arizona (including personal lodging, food and transportation costs) up to the maximum allowance. The employee will pay for any cost incurred by the employee in addition to the allowance.

Receipts must be provided to document all expenses, other than that of the moving company, and must be turned into accounting no later than 90 days of becoming a full time employee.

If the employee selects additional services from the relocation company, it will be at the cost of the employee. UAT will not cover the cost of packing, unpacking, cleaning or other expenses incurred outside of this policy. Deposits and rent are also excluded from the relocation allowance.

Revised 03/2019

Employee Work and Overtime Policy

Hours of Work

The University of Advancing Technology believes that employees should work a complete and consistent workweek.

The normal work week is Sunday to Saturday with forty hours of work per week. *Hours of work and lunch hours will be scheduled by the department manager.

If non-exempt employees are required to work during a weekend, one day (for each weekend day required) in the week immediately prior to the weekend must be taken off.

  • If an employee is required to work Saturday a day in the workweek than a day earlier in the week must be taken off. For example, Monday September 15th, in exchange for working Saturday September 20th.
  • If an employee is required to work Sunday a day in the workweek than a day earlier in the week must be taken off. For example, Tuesday September 16th, in exchange for working Sunday September 21th.

All departments will ensure coverage from 9am to 6pm Monday through Friday in an effort to support our internal and external communities. Hours of work and lunch hours will be scheduled by the department manager to ensure proper coverage.

Some departments may have extended hours or may be required to be on call based on business need. The department manager will schedule staff appropriately.


The University of Advancing Technology philosophy is that non-exempt employees can complete their jobs within a 40-hour work week. However, we realize that occasionally there is a need for a non-exempt employee to work more than 40 hours per week. In these instances, all non-exempt employees will need to receive prior approval for overtime in writing from their manager or in cases where their manager is unavailable from their divisions’ officer.

In accordance with Federal Law, the University pays time and a half the employees base hourly rate for all hours worked over 40 in a work week. This means that any employee who has worked over 40 hours in a week will be paid overtime for any amount over 40 hours in a week. For overtime purposes, a week runs Sunday to Saturday. An employee who continually works overtime without prior approval may face disciplinary action.

Pay Periods

The University pays employees on the 15th and last day of each month. If a pay day falls on a Saturday or Sunday, employees will be paid the Friday preceding the scheduled pay date. If a pay day falls on a holiday, the employee will be paid on the business day prior to the holiday.

Meal Periods

All full time UAT employees are required to take a lunch break of one hour each day that they work. There may be circumstances where a manager allows for a shorter lunch, however, this allowance should be on a case by case basis and not as a permanent solution.

Breastfeeding Rest Periods

The Patient Protection and Affordable Care Act amended Section 7 of FLSA March of 2010. Employees are provided with reasonable break times to nurse a child for one year after a child’s birth. Managers are encouraged to be flexible when developing a support plan for individual employee. If assistance is needed to set up a plan, please see Organizational Development.

Training and Travel

Training Time

Generally, when an employer requires or permits a nonexempt employee to attend training during the employee’s regular work hours, the time is compensable time. The training is required by law or otherwise required it is compensable. However, if the training is voluntary, is not directly related to the employees’ job, AND the employee doesn’t perform any productive work during such attendance the training can be paid at the employer’s discretion.

Travel Time

There are special attentions for travel time pay when nonexempt employees travel for overnight travels. Although, not all time spent traveling is paid, the following rules apply: When an employee is a passenger in a car, plane, bus, boat or train, only time that must be compensated is the time travel during regular working hours. This includes hours that may fall on a weekend or holiday, (i.e. 9-5). If the employee spends time working as a passenger, however, regardless of the hours, they must be paid for that time. When an employee drives at the direction of the employer, all travel time is considered work time (29 CFR 785.41); however, if an employee has the option to use public transportation and chooses to drive his or her own vehicle, the employer may choose to pay either the entire travel time or just the time that occurs during an employee’s normal work hours (regardless of what day of the week he or she travels) (29 CFR 785.40).

Revised 03/2019

Information Security Policy

UAT is an open environment where much of the data is public and/or non-confidential. That said, UAT will maintain "reasonable safeguards" (as defined by the current U.S. Department of Education Federal Student Aid Handbook) to protect institutional data and especially personal student information from being accessed by unauthorized parties.

In the event that an institutional data breach (believed or confirmed) has occurred, the breach will immediately be reported to the IT department for remedy and the IT manager for appropriate reporting and recording.

In the event that a security breach involving protected personally identifiable information (PII) data (believed or confirmed) has occurred, the breach will immediately be reported to the IT department for remedy and the IT manager for appropriate reporting. If confirmed, the breach, and remediation plan and status, will be reported to the U.S. Department of Education Security Operation Center, as required, per UAT's SAIG agreement.

UAT employees are not permitted, for any reason, to remove student records from campus either physically or digitally; including, but not limited to, mailing or electronically transmitting records to any personal device, address or otherwise.

Revised 03/2019

Kudo Awards Policy

The University of Advancing Technology wishes to provide employees with spontaneous recognition, positive feelings and feedback from their peers for a job well done.

Catch someone doing something positive; outstanding service, kind actions, productive activities or above the call of duty quality work and reward them by filling out a kudo award on the intranet.

The Kudo recipient will be notified immediately through email that they are being awarded a Kudo and will receive a special treat soon after.

Revised 03/2019

Mass Communication Policy

In order to ensure that communications between the University of Advancing Technology, its students and employees are consistent and complete, all communication that is to be dispersed to students or employees must adhere to all University policies and procedures.

In order to increase the effectiveness of communication, various communication tools and services are available to both staff and students. Anyone who needs to communicate with staff or students may use the following tools and services:

  • Events Calendar - The events calendar resides on the Intranet and is a listing of all University events. This information is input by staff from every department and student group (via their sponsor).
  • Web alerts – Web alerts will be used to inform students of information via CampusVue. Selected department representatives will have permission to send web alerts in order to prevent over use. Web alerts will appear on the top of each student's intranet site.
  • Mass email - Mass mailing is sending out anything that you wouldn't print out and give to people in person or mailing to the entire University, all students, all staff or large groups of people. Organizational Development and the UAT President or their designees will have permission to send mass mail to these groups in these cases.
  • Text Messaging – University wide text messaging is reserved for marketing purposes and safety concerns only.
  • Emergency Communications – In an Emergency, any student or staff member may email . This message will be evaluated for further distribution and may be sent to every UAT e-mail address and/or phone via text messaging. Emergency text messages and emails will generally be sent from the Office of Campus Safety, the UAT President or Organizational Development.
  • Non-emergency Safety issues - any student or staff may e-mail to report a non-emergency safety issue. This information will go to the security desk.

All other communication tools not listed here should go through the work order system or other appropriate channels.

Revised 03/2019

Parking Policy

The Office of Campus Safety (OCS) is responsible for monitoring and controlling parking on campus. University students, guests and employees are expected to park as directed in authorized parking areas and to take responsibility for their vehicle and property.

Unauthorized vehicles on campus that do not display a UAT parking decal or visitor permit may be subject to the University's parking sanctions. Vehicle owners are responsible for their own personal property and are advised that any fees resulting from unauthorized parking are the vehicle owner's personal responsibility. Parking permits are sold on a semester basis and are required for parking on campus. All other vehicles, with the exception of visitors, may park free of charge at remote authorized parking areas. The remote authorized parking areas are not patrolled or monitored. Parking on the UAT campus and other authorized parking areas may be used at your own risk. UAT is not liable for any theft or damage to a vehicle or to the personal property within a vehicle.

Parking may be open to all UAT community members for special occasions determined by the office of Organizational Development.

Per the Jeanne Clery Act, all universities must report certain crimes which occur on campus or properties owned/rented by a university. Vehicle theft, burglary/ attempted burglary from vehicles are included in this reporting. Any crimes should be reported to OCS as soon as possible.

Revised 03/2019

Policy Creation

UAT policies represent the lasting infrastructure of UAT decisions and historical decisions. Within legal bounds, policies can be created with great latitude to reflect the uniqueness of UAT; however, once created must be followed. Any exception to policy must be documented and approved by a letter from one of the senior officers of the University, usually the President, before the exception is made. This exception system is in place so that the Policy committee (described later) does not attempt to create a policy for every possible scenario, but rather general guidance that captures UAT’s decision in spirit a majority of time, but allows for good judgment when a predetermined approach doesn’t make sense.

Policy Committee

UAT policies are regularly crafted, approved, maintained and communicated by a cross the management team and/or senior leadership representing all functional areas of the University.

The policy committee meets monthly; but maintains a moratorium on new policies over the summer months to ensure last minute changes are avoided before the beginning of the school year.

Policy Creation

New policies or changes to existing policies are championed by managers or officers. Normally policies are pre-discussed with the policy committee members prior to bringing the policy to the meeting for discussion. A vote will then take place at the following meeting. Most policies will take at a minimum 2 months for approval. Exceptions may be made by officer approval for extenuating circumstances.

Student Policies are published in a singular location: the student catalog.

Staff Policies are published in a singular location as well: the intranet.

Expedited Policy Approval

In the event a policy approval or change must be expedited, the Officers, or the CEO may executively approve the Policy. This power should be used judiciously to ensure proper insight is given to the policy, but also to ensure the managers of the organization are properly informed of the policy.

Scholarship, tuition, and compensation policies are always approved through an officer vote.

Revised 03/2019

Systems Usage Policy

Employees and students of the University of Advancing Technology are expected to utilize the provided resources in a professional manner and in accordance with the professional and/or educational development guidelines as set forth by the University.


The University controls a centralized login authentication for all data systems. University usernames are based on the name on the student record or the name on the HR file. Student usernames are the first three characters of the first name, and the first five characters of the last name and are entered as all uppercase characters. When there is more than one person with the same characters for a username, a numerical increment will be added as the last character.


UAT employees and students are required to change their network account passwords at least every 42 days. Passwords must be at least 16 characters in length. At the time of account creation a password is automatically generated. These auto-generated passwords must be changed immediately upon initial login. Accounts with unchanged auto-generated passwords will be automatically closed at 60 days without warning or notice. Passwords may not be shared with anyone and all users are responsible for any and all activities using their username ID. It is the users' responsibility to keep their username and password secure.


When applicable, University software is purchased under an educational license agreement. All University software must be used in accordance with licensing agreements. University resources (laptops, computers, servers, etc.) may only have approved University software installed. University software may not be installed on personal devices.

The University of Advancing Technology does not own the copyright to this software or its related documentation and, unless authorized by the software developer, does not have the right to reproduce it for use on more than one computer.

The installation and configuration of software (including games) on UAT systems is only allowed by University IT employees.


The University's network; including, but not limited to, computers, laptops, projectors, phones and studio's; are the IT Department's responsibility. Only authorized IT staff and interns may work on these systems. If any employee or student notices a problem, IT should be contacted through the online workorder system.

All students are expected to adhere to the University's Student Code of Conduct and all policies related to systems usage. All employees are expected to adhere to the hiring agreements and the code of conduct.

For more information specific to University laptops, please reference the Laptop Usage Policy.


Individuals who access electronic files or intercept network communications at the University of Advancing Technology or elsewhere without authorization violate University policy and may be subject to criminal, civil, and disciplinary penalties.

Hacking is defined as:

  1. Intentionally obtaining access, without specific authority, to data or resources stored on the University of Advancing Technology computers or networks.
  2. Malicious activities that
    • destroy or alter data stored in, or insert data into, University of Advancing Technology computers or networks.
    • disrupt or obstruct the normal use of University of Advancing Technology computers or networks.
    • impede or prevent access to, or impair the usefulness or effectiveness of, data stored in University of Advancing Technology computers or networks.

Furthermore, anyone is forbidden to hack into any outside computer system or network from one of the University's computers.

Those choosing to violate this policy will be subject to immediate disciplinary action, potential termination, and criminal and civil prosecution.

Revised 03/2019

UAT Telecommuting Policy

The University of Advancing Technology (UAT) understands the need for flexible scheduling options for its employees. The University is open 365 days a year to both students and employees. UAT is a student first community, meaning the student experience must come first. If, at any time, the student experience is negatively affected by a flexible schedule, the schedule and/or the policy will be revoked. This allows for flexible scheduling of employee workdays and hours, including 4-day work weeks, 5-day work weeks scheduled any days Monday through Sunday, flexible hours of work, as well as telecommuting options.


All employees may work one day a week from home with approval from their manager. Employees earn additional days of telecommuting time based on years of employment with UAT.

  • All employees: 1 day of telecommuting per week is allowed (after probationary employment period has ended).
  • Five years of full-time service: 2 days of telecommuting per week is allowed.
  • Ten years of full-time service: 3 days of telecommuting per week is allowed.

For an employee to be eligible to telecommute, they must:

  • Be in good standing with UAT (not on any performance plans).
  • Have successfully completed their probationary employment period.
  • Have a job that can be done from home.
  • Demonstrated during previous telecommute experiences that they are capable of getting work done from home.
  • Commit to the rules set (hours worked, mandatory in-person events, etc.).
  • Have coverage on campus in their department and/or program.
  • Be willing and able to work at the same or increased performance from home.
  • Reside in an approved UAT employment state and be located in the approved state for every shift they work.

Faculty who are qualified to telecommute will work with the Dean of Faculty or the Associate Dean of Online Faculty and Programs on their approved schedule. All on-ground classes will be taught by the faculty member on-campus. In addition, office hours will be offered on-campus and at a time set by faculty management. Grading, course updates and student work feedback may be done while working from home, subject to approval by faculty management. Faculty who telecommute two or three days must work a full workday on the days they are on-campus.

In all cases, for both staff and faculty, the needs of the students and departments may require more time working on campus which will be prioritized and may not match the years worked schedule. All employees are encouraged to work with their managers to ensure their schedule will work with specific departmental and University needs.

All employees who work even one day from home must obtain a written agreement from their manager regarding working from home and their proposed schedule. In addition, Organization Development (OD) must be notified so a telecommuting agreement may be agreed to and signed by the employee. This agreement covers requirements for working from home such as hours, necessary computer equipment, reliable internet and safety obligations. Employees working from home must have a safe place to work while at home free of dangers and distractions.

Your work from home schedule may be different than your work on campus schedule. Your manager may require different set hours and may require a split shift work schedule.

Telecommute days will be pre-scheduled with your manager and are the same days each week unless an exception is made in advance.

  • If you have a minor illness, such as a cold, use your work from home day to deliver your classes or to do your job without infecting everyone.
  • Note: Telecommute days are full workdays, so if you are too sick to work, you must use vacation or personal time.

UAT does not provide telecommuting employees with equipment or office furnishings for their home offices, as all employees may work full time at UAT’s campus using provided equipment onsite. Employees are responsible for equipping and maintaining their home offices so that they can accomplish their work efficiently and promptly. Depending on the nature of each job, this may require having a computer, printer, certain computer software, fax capabilities, data and telecommunications equipment, and other equipment available for their use.

If, while working from a designated workspace, the employee experiences technical issues with their computer or internet access that prevent the employee from working remotely, the employee should notify their manager right away to ensure coverage of the work and to get support for the issue. If interruptions to work are caused by internet outages, UAT may require the employee to work from the campus or an alternate location for the remainder of the day, or until the outage is fixed.

The employee is responsible for keeping documents, sensitive data, and other work-related materials confidential and secure in your home office location. For security purposes, no work can be done on a public Internet connection. This is to make sure that the data of students and of the business are kept as private as possible.

All employees are required to buy a parking pass regardless of their telecommuting days (unless specifically hired for full time online work). On campus perks and benefits may not apply to those working from home, for example, free employee meals are only available on the days you work on campus and may only be used 1 time per day (Meals do not roll over and you may only use 1 meal per day when you are on campus).

Employees may be asked to install software on their computers that will track their productivity.

Mandatory On-Campus Days for All Employees

There are several days that all employees are required to be on campus, regardless of their normal telecommuting schedule, including, but not limited to:

  • Inservice
  • ESMs
  • HLC visits
  • Start week and/or the week before the start (by department)
  • All new employees training on-campus for the duration of their new employee probationary period
  • Employees who switch positions or departments (i.e., Student Services to Admissions) will train on campus for as long as their manager deems necessary
  • Important University events (TBA)
  • SIP (Faculty)

Long Term Remote Work

Working for long periods of time remotely (e.g. hired in other state with the intent to reside in that state and other long term exceptions to this policy) must have a written agreement and approval by an authorized signer of the University.

Positions Unable to Telecommute

Several positions may not have a set telecommute schedule due to the nature of their role or department needs. The following positions, including but not limited to, have been identified as jobs that are unable to Telecommute regularly:

  • Facilities
  • Cleaning staff
  • Front desk staff
  • Student workers
  • Program Support Specialists
  • Sodexo staff
  • Founders Hall staff
  • Security staff
  • On Campus IT staff
  • Other positions as hired or needed on campus

Other positions may be added to this list as needed.

Revocation of Telecommute and Flexible Schedule Eligibility

UAT believes that working from home can be beneficial to an employee’s mental health and productivity. However, not all employees work well from home and need the stability of coming into a place of work. As a result, the following circumstances will require an employee to work fully from campus:

  • Any employee on a performance plan will be required to work fully on-campus until the start of the next upcoming semester after their performance plan ends successfully by completing all required goals or concerns.
  • Any employee who a manager has determined is not working up to standards will be given one warning with written expectations. After this warning if telecommute requirements or standards are not met, they will be required to work on campus for at least one year before being considered for additional telecommute opportunities
  • Employees who are non-exempt and violate any hourly requirements, such as working unapproved overtime, not clocking in while working or working under hours will be given one warning before being required to return to working on-campus full-time.
  • If a department suffers or could suffer due to an employee working from home, then the department manager(s) will ask for volunteers to come to campus. If no one volunteers, then the manager will determine who will come to campus and what their schedule will be.
  • As stated in the UAT Termination Policy, any employee who is found to negatively impact the University may be terminated immediately.

UAT has the right to cancel or suspend employee telecommuting privileges at any time and for any reason. This is an experimental policy and may be revoked in its entirety, at any time, due to abuse or unintended consequences.

Revised 05/2021

Time Off Policy

The University of Advancing Technology believes that it is important for employees to take annual vacations and it is sometimes necessary for employees to take time off for personal illness, death in the immediate family or personal business that cannot be taken care of outside normal working hours. We expect employees to be sensitive to when they can take time off and request time off when appropriate for their jobs and the University and not to the detriment of their work performance.

Personal Days for Employees

Each full-time University of Advancing Technology employee earns 4 hours of personal time per month based upon the number of hours they work per week and their hire date for a maximum of six days during each of the employee's anniversary years. Full-time in this case, represents salaried employees working 30 hours per week or more. Personal time can be used as sick time or personal time.

Each part-time University of Advancing Technology employee earns 3.5 hours of personal time per month for a maximum of 42 hours per year. Part Time employees are not allowed to go negative in their personal time usage. Part time employees may only use this time for sick leave.

If a full-time employee does not use their personal time during their anniversary year, the time will roll over to the next year. Total personal time may only accrue up to 4 weeks or 160 hours and will not be paid out to the employee upon termination. Part-time employees may only accrue 42 hours of personal time and time will not roll over.

Full time employees will utilize personal time in 4 hours or whole day increments only. If the employee uses personal days prior to earning them, the employee's personal day balance will be allowed to go negative if approved by their manager and OD. Therefore, if the employee is terminated or resigns prior to earning the days already taken, the employee will be docked for the earned portion on his/her final pay.

Vacation for Employees

Vacation time is based on the employee's full time start year and does not roll over each year but instead restarts on January 1st of each year. In January of each year, employee vacation accruals will be determined by employee tenure.

  • Starting on the employee's first day of employment 6 days of vacation time will begin to accrue monthly at a rate of 4 hours per month.
  • If an employee will reach their second, third or fourth year anniversary in the current year, the employee will accrue 12 days of vacation time monthly at a rate of 8 hours per month.
  • If an employee will reach their fifth year anniversary or higher in the current year, the employee will begin to accrue 18 days of vacation time monthly at a rate of 12 hours per month.

The employee must use all accrued vacation by December 31st of each year. Any accrued but unused vacation not utilized by December 31st of each year will be forfeited. It is the employee's responsibility to track vacation eligibility and timely notify their manager of scheduled vacation periods. The employee will utilize vacation days in 4 hour increments only. If a holiday falls within an employee's authorized vacation period, OD will not deduct this day as vacation time.

Full time employees may go negative up to 16 hours. Managers may allow an employee to negative in vacation time for specific events. If an employee resigns or is terminated and has used vacation time, any vacation time used that has not been accrued will be deducted from their last paycheck.

Each employee may request his preference for vacation time and whenever possible, he/she will be allowed to take his vacation as requested. Approval is at manager discretion and based on the needs of the department and the University.

Employees who change from part-time to full-time will accrue vacation time based on their full time hire date.

Faculty receive the same vacation time allowance as staff but are not tracked through OD, and are instead required to work with their manager to ensure coverage and permission for their time off requests.

Employee Birthday

The University recognizes the full-time employee's birthday as a paid holiday each year. Full-time in this case, represents salaried employees working 30 hours or more per week. Employees may take this day during their birthday week or the week after to their birthday with approval from their manager.

Holiday Time Off

The University observes the following holidays, which are paid holidays for all full time employees (If the holiday falls on a Saturday the preceding Friday will be observed. If the holiday falls on a Sunday, the Monday after the holiday will be observed):

  • New Year's Day
  • Martin Luther King Day
  • Leap Year Day
  • Good Friday
  • Memorial Day
  • Juneteenth
  • Independence Day
  • Labor Day
  • UAT's Anniversary (September 23)
  • Columbus Day
  • Veterans Day
  • Thanksgiving and the day after Thanksgiving
  • The University observes a Christmas break and will be closed December 25 – January 1

Upon an employee's position being terminated with the University of Advancing Technology, no accrued personal time will be paid out. In addition, Faculty will not have any personal or vacation time paid out upon separation from UAT.

Jury Duty

The University of Advancing Technology supports employees selected as jurors so that they may fulfill their civic duty.

Employees will be paid their normal salary or hourly compensation while on jury duty for up to 6 days in a calendar year. No overtime payments, if eligible for overtime pay, are made during time served on a jury.

At the end of the 6 days, Arizona has a lengthy trial jury fund that employees may apply for to supplement their income. In addition, employees may use their accumulated paid time off (PTO) if they wish to continue to be paid while on jury duty. Additional jury duty time may also be taken as an unpaid leave of absence.

If an employee reports for jury duty and they are dismissed, the employee is expected to report for work for the remainder of each day on which this occurs. If an employee does not need to report to the court on any day of their jury duty stint, they are required to come to work.

If an employee takes an unpaid leave of absence for additional days of jury duty, benefits such as health care, dental, vision, and disability will be continued and the normal payments that are made will be subtracted from pay upon return from the unpaid leave.

In no case will an employee’s employment be affected due to jury duty.

Revised 03/2019

Title IX Nondiscrimination Policy

The University of Advancing Technology is committed to providing equal opportunity to its students and employees, and to eliminating discrimination when it occurs. In furtherance of this commitment, the University of Advancing Technology strictly prohibits discrimination or harassment on the basis of race, color, religion, religious creed, genetic information, sex, gender identity, sexual orientation, age, national origin, ancestry, veteran status, or disability status.

The University of Advancing Technology Title IX Policy articulates how the University will respond to reported allegations of sexual harassment involving students, including sexual assault, and provides a consolidated statement of the rights and responsibilities under University policies and Title IX, as amended by the Violence Against Women Reauthorization Act of 2013. The policy describes how areas within the University will coordinate the provision of interim remedies and the prompt and effective investigation of allegations of Prohibited Offenses. Review the full Title IX Policy within the UAT Catalog.

This policy applies to all members of the University community, including students, perspective students, employees, perspective employees, faculty, staff, third party agencies contracted with the University and groups using the University facilities. It further applies to on- or off-campus behavior involving students.

For Title IX questions or to report a claim, contact the Title IX Coordinators:

Brandi Beals or
(480) 351-7879

Revised 08/14/2020

Travel Policy

In order to further the Mission and Vision of the University of Advancing Technology, employees are often asked to travel for business purposes. The University will pay for (in advance or by reimbursement) all travel arrangements that are necessary and relevant to the employee's job description and are assigned and approved by the employee's manager or an Officer. All travel must have prior approval via the purchase request system including per diems, conference fees etc. UAT does not typically issue credit cards to employees for any purpose including travel; therefore, it is necessary that the traveler be prepared while traveling with a personal credit or debit card to be presented at hotels for incidentals and unexpected expenses. Unexpected expenses will receive reimbursement approval from the employee's manager prior to incurring the expense or they may not be reimbursed.

UAT employees who are booking travel, whether for themselves, another employee, job candidates or guests will do so in a fiscally responsible manner. This includes employees sharing rooms with one another (when applicable and appropriate), booking of hotels that are safe, comfortable and reasonably priced and booking travel as far out as possible. Nothing lavish will be reimbursed. Please keep in mind that it is expected when attending conferences that you typically will stay at the host hotel.

A Per Diem of up to $45/day will be given to employees only (this does not pertain to students) to cover individual meals and incidentals. Group meals, taxis, Uber/Lyft, etc., that are to be charged outside of this rate need to be approved by the employee’s manager prior to incurring the expense or they may not be reimbursed.

As aligned with policy from the Internal Revenue Service (IRS) mileage reimbursements will be done at the IRS published rate and will be reimbursed only above and beyond an employee's normal daily commute.

Booking Parameters

Travel will be researched and booked as soon as the employee or manager knows the travel requirements and with consideration for budgetary concerns. Travel must be booked a minimum of two-weeks in advance of the departure date. Any deviation will require manager or Officer approval.

Expectations of Travel

Employees have behavioral and reporting expectations as a result of traveling on behalf of UAT. Employees will:

  • Be fiscally conservative with their travel; by booking appropriate flight, hotel and car rentals (when applicable utilizing Uber/Lyft in lieu of taxi’s, car rentals or car services), sharing rooms (when applicable), and planning their trip ahead of time to receive lower rates.
  • Conduct themselves in an appropriate manner that reflects their best self and represents the University in a positive light.
  • Be fully committed to the training/conference or business purpose resulting in their travel.
  • Understand that travel on behalf of UAT requires attendance in all scheduled business functions as well as all after hours networking and relationship building.
  • Not bring family while travelling on behalf of UAT or plan events with family/friends while travelling on behalf of UAT. Employees should expect to have planned activities; including networking opportunities, team building experiences and next day planning outside of the regular trainings/sessions.
  • Bring back information regarding their trip and submit a written trip report to their manager regarding what they learned on the trip and how this will benefit UAT.

Receipts and Documentation

Due to recent tax law changes regarding the deductibility of travel, meals and entertainment expenses it is imperative that when submitting requests for reimbursement of expenses they are supported with a properly documented receipt. Please note on your receipts, the purpose of the business travel or meal and names of the attendees.

Revised 03/2019

University Purchases Policy

Prior to the commitment to purchase any goods or services, a purchase request must be completed by the employee making the request and must be routed through the appropriate approvals including Department Manager, Officer, Controller, and Treasurer. If the purchase is for a recurring expense, one original purchase request can be completed notating the annual cost and other pertinent information. In these cases, all subsequent invoices can be initialed and dated by the Department Manager. All recurring expenses should have a new Purchase Request completed annually to ensure it is still a valid expense. Purchase requests should be submitted with as much lead time as possible.

All Purchase Requests must be completed through the online system. It is the requester's responsibility to make sure that all of the information is accurate and complete, including the description, source, cost and justification for the purchase. If the final cost is higher than 10% of the original quote, a revised purchase request must be submitted.

If the request for purchase has any software or hardware items or relates to facilities, the corresponding steps must be taken on the Purchase Request form to ensure proper routing to these Department Managers.

The purchase request submitter must take the appropriate responsibility to communicate to their manager the scope, need and options of their request prior to submittal.

Revised 03/2019

Credit Card Policy

University of Advancing Technology (UAT) will issue company credit cards to certain employees for use in their jobs. This policy sets out the acceptable and unacceptable uses of such credit cards. Managers can request a credit card for their employee by notifying the controller. The controller will then approve or deny the request.

  • Use of company-issued credit cards is a privilege that UAT may withdraw at any time, with or without cause. Upon an employee’s termination of employment at UAT, all cards must be returned to the Senior Controller.
  • The employee in possession of the company credit card is solely responsible for all purchases on the card and for ensuring that the card is not used by unauthorized personnel. Card numbers may not be distributed and should not be saved in online accounts on Non UAT devices.
  • All points earned from the use of the company credit card will be utilized by UAT.
  • Any credit card UAT issues to an employee must be used for business purposes only, and for purposes in conjunction with the employee’s job duties. Employees with such credit cards shall not use them for any non- business purpose. Non-business purchases are considered any purchases that are not for the benefit of the Company. If a non-business purchase is made in error utilizing the card, reimbursement by the cardholder needs to be immediate.
  • Business-related expenses, such as food and lodging while on UAT approved business travel, may be purchased on the company credit card as long as these purchases are consistent with the UAT’s travel and expense reimbursement policy. Any other purchases, must be approved prior to purchase through the Purchase Request system. The employee must submit the purchase request and receive approval before making the purchase. The employee should attach a copy of the purchase request to the receipt and submit them together when submitting the receipt. Cardholder’s Manager is responsible for cardholder following all procedures
  • Each month every cardholder will receive a spreadsheet from accounting reporting their monthly credit card charges. The spreadsheet will need to be reviewed, coded and notate the business purpose of the charge and returned to accounting with supporting receipts. For Employees that are not managers, they must submit their reports to their Manager for approval prior to sending to back to accounting.
  • Platinum card holders have certain advantages please be sure to go to the American Express website and review what they are so that you can take full advantage of them.

Revised 03/2019

University Vehicle Policy

University vehicles are a shared resource and therefore will be treated with respect by all departments. Personal use of the vehicle is prohibited. In order to operate the university vehicle, the UAT full-time employee must have a clean driving record, be authorized to drive the vehicle by an Officer and must be listed on the university insurance policy. UAT vehicle reservations can be made online via the Intranet and must be authorized by Organizational Development after verifying a clean driving record and that the driver is on the University's Insurance policy. The vehicle must be reserved in advance and must remain in its designated UAT parking space when not in use. The University vehicle is maintained by Facilities. Any damages or irregularities to the vehicle must be reported, immediately in order for damages to be noted and repairs to be made.

Authorized drivers must have a clean driving record for a minimum of five years. A review of your driver's record will be done and Organizational Development will make a decision. All speed limits and traffic laws must be obeyed when operating the vehicle; drivers must be free of all drugs (prescription and non-prescription), alcohol and illegal substances. Anything that impairs the driver to the slightest degree is prohibited while operating the vehicle. In the event a ticket is received, the driver must pay all fess associated with the ticket. Alcohol, illegal substances and smoking are not permitted within the vehicle. Any damages or irregularities to the vehicle must be reported to the Organizational Development immediately in order for damages to be noted and repairs to be made.

This University vehicle policy also applies to rented university vehicles and if a personal vehicle is being used for university related business, events, student trips and housing tours.

Revised 03/2019

Medical Marijuana and Other Prescribed Medications

The Arizona Medical Marijuana Act does not require an employer to allow the ingestion of marijuana in the workplace. The possession or use of, or impairment from marijuana in the workplace will not be tolerated. If an employee uses, possesses, or is impaired by marijuana on the employment premises or during hours of employment, their employment will be terminated.

Any employee who is impaired due to a prescribed medication should notify their supervisor of any impairment that could pose a safety risk or affect the ability to work.

Employees will need to go home and use personal/vacation time if they require the use of medical marijuana during work hours. Employees should not return to work until they are no longer under the influence of marijuana. Should an employee use medical marijuana for a medical condition that is covered under ADA or FMLA, then the employee should formally request their time off be addressed following these policies through Organizational Development.

The University is not obligated to hire or continue to employ an individual who is a qualifying medical marijuana patient if to do so would cause the employer to lose a monetary or licensing benefit under federal law or regulation.

Revised 03/2019

Copy Rules

Copy rules related to UAT can be found at

Revised 03/2019

Privacy Policy

The University is bound by and is committed to compliance with the Family Education Rights and Privacy Act (FERPA) of the United States Code. All personally identifiable education records, as well as information received by potential students and applicants, will not be sold or transferred to any entity not related to the University without the express written consent of the student or applicant. Remittance of contact information grants the University and its representatives the right to contact you via phone, email and/or direct mail.

UAT may provide information that is obtained regarding its users to third parties for University purposes only as required or permitted by law.

If you would like to opt-out/un-subscribe at any time from receiving information from the University, you may contact the Office of Admissions at

Revised 03/2019

Table of Contents

  1. Temporary COVID-19 Policies
    1. COVID-19 Employee Dependent Scholarships
    2. COVID-19 Employment Termination Policy Update
    3. COVID-19 Professional Judgement Policy
    4. COVID-19 Interim Return to Work Policy
    5. COVID-19 Safety Policy
    6. COVID-19 Working From Home Guidelines
  2. Academic Freedom Policy
  3. Accidents Policy
  4. Affirmative Action & Equal Opportunity Policy
  5. Americans with Disabilities Act Employment Responsibilities Policy
  6. Bereavement Leave Policy
  7. Building Evacuation Policy
  8. Campus Safety Policy
    1. University Safety Philosophy
    2. Personal Safety and Community Awareness
    3. Campus Facilities
    4. If You Witness an Emergency Situation
    5. Timely Warning
    6. Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act
  9. Change of Address or Family Status Policy
  10. College Policy on Drugs and Alcohol Policy
    1. College Policy on Drugs
    2. Health Risks Associated with Illegal Drug or Alcohol Use
      1. Drugs
      2. Alcohol
      3. Obligations of the College
      4. College Policy on Alcohol
      5. Students
      6. Employees
      7. Local State and Federal Laws
      8. Campus Open Container Policy
      9. Minimum Purchase Age
      10. False Identification
      11. Possession of Marijuana
      12. Drinking and Driving
      13. Arizona State Motor Vehicle Law
      14. Counseling, Rehabilitation & Re-Entry Services
  11. UAT Staff and Faculty Compensation Plans
    1. UAT Staff Compensation Plan
      1. Goals of the Plan
      2. Philosophy
      3. Elucidates Strategy
      4. Ideal Candidates
  12. UAT Scholarship Program Policy
    1. UAT Scholarship Program
  13. Copyright Notice
    1. Responsibilities
    2. Consequences
    3. Summary of Civil and Criminal Penalties
    4. Notifications
  14. Credit Hour Awards
  15. Dress Code Policy
    1. List of Dress Principals
      1. Enforcing Policy
  16. Code of Conduct
    1. Conflicts of Interest
    2. Compensation, Benefits or Gifts from Other Sources
    3. Use of University Property
    4. Nepotism
    5. Recruitment, Admissions and Financial Aid
    6. Personal Information
    7. Other University Policies and Procedures
      1. Employee Grievance
      2. Nondiscrimination
      3. Digital Citizenship
      4. Fraud and Other Dishonest Acts
      5. Moonlighting Policy
      6. Student Relations Policy
  17. Employee Dependent Educational Benefits Policy
    1. Employee Extended Family Educational Benefits Policy
    2. Scholarship Continuance
  18. Employment Termination
    1. Lay-Offs
    2. Termination of Employees Not Up to UAT Standards or UAT Needs
    3. Termination Due to Employee Performance or Behavior
    4. Immediate Termination of Employment
    5. Severance
  19. Expense Reimbursement Policy
  20. Family and Medical Leave Act Policy
    1. Eligible Employees
    2. Types of Leave
    3. Leave Requirements
    4. Employment and Benefit Protection
    5. Miscellaneous Provisions
    6. Employee Vacation and Personal Time
  21. Federal Work Study (FWS) Policy
  22. Gambling and Money Schemes
  23. Hiring Policy
    1. Exceptions to this policy:
    2. New Position Probationary Period
    3. Relocation
  24. Employee Work and Overtime Policy
    1. Hours of Work
    2. Overtime
    3. Pay Periods
    4. Meal Periods
    5. Breastfeeding Rest Periods
    6. Training and Travel
      1. Training Time
      2. Travel Time
  25. Information Security Policy
  26. Kudo Awards Policy
  27. Mass Communication Policy
  28. Parking Policy
  29. Policy on Policy Creation
    1. Policy Committee
    2. Policy Creation
    3. Expedited Policy Approval
  30. Systems Usage Policy
    1. Username
    2. Software
    3. Systems
    4. Hacking
  31. UAT Telecommuting Policy
    1. Telecommuting
    2. Mandatory On-Campus Days for All Employees
    3. Long Term Remote Work
    4. Positions Unable to Telecommute
    5. Revocation of Telecommute and Flexible Schedule Eligibility
  32. Time Off Policy
    1. Personal Days for Employees
    2. Vacation for Employees
    3. Employee Birthday
    4. Holiday Time Off
    5. Jury Duty
  33. Title IX Nondiscrimination Policy
  34. Travel Policy
    1. Booking Parameters
    2. Expectations of Travel
    3. Receipts and Documentation
  35. University Purchases Policy
  36. Credit Card Policy
  37. University Vehicle Policy
  38. Medical Marijuana and Other Prescribed Medications
  39. Copy Rules
  40. Privacy Policy