Academic Division and the College at Wise.
The University of Virginia (University) is committed to maintaining an effective, safe, and secure environment for those who live, learn, and work here. Toward that end, the University has a responsibility to hire only fully qualified individuals and to minimize risk to the University. This policy provides guidance to managers and to UVA Human Resources for determining whether an employee or former employee is Ineligible for Rehire.
An individual who is authorized to extend a conditional offer of employment to individuals on behalf of the University. The president, vice presidents, academic deans of the University’s schools, and the University librarian are designated hiring officials. Hiring authority may be delegated in writing by one of these individuals with the approval of the president or the appropriate vice president.
University and Classified Staff employed by the University in any capacity, full-time or part-time, and all those employees in a wage or temporary status. (This definition is used only in HRM-031.)
University employees terminated for serious misconduct or behavior or policy violations may be deemed Ineligible for Rehire in any type of University employment.
Ineligible for Rehire periods are based on the reason or reasons for the involuntary termination or separation. The recommended time frames that employees shall be Ineligible for Rehire range from one (1) to five (5) years and may include permanent disqualification from University employment.
A written notice issued by the University of Virginia Police Department, the UVA Medical Center, the Division of Student Affairs, or Office for Equal Opportunity and Civil Rights that warns a person that they are not permitted to enter or remain upon the University or UVA Medical Center property described in the Trespass Warning.
Employees may be deemed Ineligible for Rehire if their separation from employment was based on or preceded by such conduct including but not limited to serious misconduct or intentional violation of University policy.
The purpose of this policy is only to determine eligibility for rehire. Nothing herein shall be construed to authorize supervisors or UVA Human Resources to modify any prior discipline imposed by the University.
Determination Regarding Ineligibility for Rehire:
The employee’s supervisor (at the time of termination) is responsible for determining whether an employee is Ineligible for Rehire.
Criteria Applicable to Process:
An employee who is dismissed or has separated from the University may be Ineligible for Rehire under the following circumstances.
Post Separation Disqualification Based Upon Misconduct:
The University may also exclude from future employment former employees whose misconduct is discovered by the University after separation from service. In such case, the University shall provide notice to the former employee of the circumstances leading to such decision.
Notification and Administrative Reconsideration:
Responsibilities:
The employee’s supervisor is responsible for:
UVA Human Resources is responsible for:
Compliance with Policy:
Failure to comply with the requirements of this policy may result in disciplinary action up to and including termination in accordance with relevant University policies.
Questions about this policy should be directed to UVA Human Resources.