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pg. 8

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For additional information, refer to:

Arizona Revised Statutes 39-121 (et seq.)

FERPA Compliance Manual

Arizona Board of Regents policy 6-912:  Access to Employee Records (PDF)

Classified Staff Human Resources Policy Manual #416.0

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pg. 11

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Affirmative action programs

As a federal contractor, The University of Arizona must have an affirmative action plan.  Hiring authorities may take “protected status” into consideration when making hiring decisions in order to increase representation in positions where a protected class is underrepresented providing the applicant is qualified for the position.  

For additional information on illegal discrimination, sexual harassment or affirmative action refer to the University’s Equal Opportunity and Affirmative Action Office.

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pg. 13

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Nepotism (Continued)

For additional information, refer to:

Arizona Revised Statutes 38-481

University Handbook for Appointed Personnel 2.20

Classified Staff Policy Manual #108.0

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pg. 14

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pg. 15

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pg. 16

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Awarding Contracts/Purchasing Decisions (Continued)

Contracts are subject to cancellation if conflict of interest is determined.

For additional information on conflicts of interest, refer to:

Arizona Revised Statues 38-501 (et seq.)

University Handbook for Appointed Personnel 2.06.08

Classified Staff Policy Manual #413.0

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pg. 17

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  - Occasional lunches, free note pads, pens, etc.

    are acceptable

  - Expensive event tickets, airline tickets, and gifts

    of office furniture are not nominal and cannot be

    accepted.

Refer questions to Procurement and Contracting Services.

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pg. 18

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pg. 19

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Contract/Acquisition Process

Special consideration:

(Arizona Board of Regents policy 3-103)

  - Only a limited number of people have authority to

    sign a contract binding the University. A person

    signing a contract without appropriate authority

    could be legally held personally responsible for

    the contract.

Procurement and Contracting Services establishes procedures which must be followed at all times.

Refer questions to Procurement and Contracting Services.

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pg. 20

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Personal use of or theft of university property and resources can result in disciplinary action, including termination and/or criminal prosecution.  Departments may have additional policies or practices prohibiting personal use of University equipment.  Examples are:

  - Use of copy machine.

  - Long distance phone charges.

  - Mail services.

  - Stealing University property.

  - Copying, computer use and software.

For additional information, refer to:

University Handbook for Appointed Personnel 2.07

Classified Staff Policy Manual #414.0

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pg. 21

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Employees wishing to report such activity should do so to the University president, provost, vice president, vice provost, dean or non-academic department head.  

For additional information regarding protection from reprisal for making a good faith disclosure of alleged wrongful conduct refer to Arizona Board of Regents policy 6-914 (PDF).  

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pg. 22

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pg. 23

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For additional information, refer to:

Arizona Board of Regents policy 6-905 (PDF)

University Handbook for Appointed Personnel 210.0

Classified Staff Policy Manual #412.0

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pg. 24

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Institutional Lobbying

Lobbying is defined as attempting to influence the passage or defeat of any legislation. The University of Arizona is required by state law to register its designated public lobbyist and all authorized public lobbyists with the Secretary of State.  All lobbying on behalf of The University of Arizona must be coordinated through those individuals. There is an exemption in the law for persons who appear before the Legislature on their own behalf in support of or in opposition to legislation. Such individual lobbying must be conducted on personal time without institutional subsidy or support.

For additional information on lobbying, refer to:

Arizona Revised Statutes 41-1231 (et seq.)

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pg. 25

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Arizona Board of Regents (ABOR)

Meetings of the Arizona Board of Regents are subject to the State's open meeting law. The Board must therefore:

  - Post agendas 24 hours in advance.

   - Make all decisions and take all actions in the

    open sessions of meetings. (ABOR may hold

    closed sessions for certain discussion purposes.

    No votes or actions however can be taken in

    these sessions.)

For additional information refer to:

Arizona Revised Statutes 38-431 (et seq.)

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pg. 26

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pg. 27

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Each university has its own internal rules regarding outside employment. In general, employees may work elsewhere as long as their outside employment does not interfere with their positions at The University of Arizona.

Exception:  Full-time appointed personnel of the University may not be simultaneously employed as faculty members, professional staff, or administrators at any other postsecondary educational institution. This restriction does not preclude brief consulting or research efforts that are conducted in accord with the provisions stated in University Handbook for Appointed Personnel 2.06.06.

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pg. 28

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Restrictions:

  - you may not make use of confidential

    information gained in your position at the

    University.

  - there are restrictions on representing another

    entity before the ABOR.

For additional information refer to Arizona Board of Regents policy 6-705.

This concludes the Arizona Public Service Orientation.  Thank you for your participation!  Click here to view and print your certificate of completion.

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pg. 29

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Human Resources

(520) 621-3662

Office of General Counsel

(520) 621-3175

Procurement and Contracting Services

(520) 626-4000   

Equal Opportunity and Affirmative Action

(520) 621-9449  

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This concludes the Arizona Public Service

Orientation.  Thank you for your participation!

Click here to view and print your certificate of completion.

Click here to return to

the UA Human Resources

Homepage

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