EOCR is committed to supporting a working and learning environment that is free from discrimination. We do not do this work alone and managers play a key role not only in modeling a climate for respect but also by responding to issues in the workplace. There are many resources available to you as a manager at the University and proactively educating yourself about the policies and how to respond to issues is strongly encouraged.
Frequent Questions from Managers
- My employee has asked for an accommodation. What should I do?
One first step, whether an employee has asked for an accommodation based on a disability, religion, or pregnancy or parenting, is to contact your UVA HR Employee Relations representative engage. You can also learn more about the processes in advance to support an interactive dialogue with the employee to better understand the specific workplace or schedule modifications that are being requested. Each employee's situation will be different as will the overall context in which they do their work. Managers are required to notify EOCR's ADA Coordinator if an accommodation request based on disability is going to be denied, prior to communicating this with an employee. Learn more about each process at:
- My employee just reported they are experiencing harassment. What should I do?
As a manager you are a "Responsible Employee" under several University policies and you have a positive duty to report any issues to the University that are shared with you that suggest an employee or student is experiencing discrimination, harassment, retaliation, sexual misconduct, or a hostile environment. You can utilize the Just Report It portal to provide information on the complaints or issues you are made aware of. Reporting through this mechanism activates both University Human Resources Employee Relations and EOCR to look into the report. You can contact EOCR at any time at [email protected] to request a time to connect and get general guidance or support.
- How do I get help if I have experienced discrimination?
The best way to activate the ecosystem of support if you have experienced discrimination at UVA is to let the University know what happened through the Just Report It portal. This single form alerts multiple offices who can connect with you to get support resources and initiate a review of the matter by the appropriate office.
- What are my reporting responsibilities?
The majority of employees at the University are considered "responsible employees" under the policies preventing and addressing discrimination, harassment, and retaliation as well as sexual misconduct or gender-based harassment. If in the course of your work with students, staff, faculty, visitors, or other third parties a disclosure is made to you, you have a positive duty to report it. All managers are considered responsible employees as are teaching assistants. The Just Report It portal is the best method to make a report as what is shared goes to multiple offices to activate the network of response and support. If you have questions about your status or responsibilities contact EOCR at [email protected] or [email protected].
- I would like to have my team receive more education and training. What can I do?
There are many resources for the UVA community to learn about how to support non-discrimination, inclusion, and respect. As a manager you can assign trainings to your team in Workday. It is important to ensure that the training that is required is tied to a legitimate skill or knowledge base relevant to the work of your area in support of your office's mission and that of the University. You can also invite employees to consider opportunities to build key behavioral competencies consistent with the UVA competency model as part of their performance and development plan. If you would like to request a training from EOCR for an intact team contact us at [email protected].
- I have a vacant position, what should I know as I prepare to conduct a search?
Recruiting and selecting talent is one of the most important roles for a manager. There are resources to help you plan your process from start to finish to support equitable and inclusive processes. Beyond completing the required training for hiring officials and search committee members you can also ask EOCR, UHR, or the Provost Office Faculty Development team (depending on your type of hire) for a consultation to discuss the process or speak to those involved in your area about ways to expand the recruitment effort and ensure an objective and consistent process.
- Are there resources on how to plan more accessible events?
The ADA Coordinator team has information on planning accessible program and events. It is a great resource to start learning about how to design with accessibility in mind.
