Notice of Non-Discrimination, EOE, Diversity, Security
Notice of Non-Discrimination and Equal Opportunity
Please refer to the Office for Equal Opportunity and Civil Rights website for up-to-date information regarding Non-Discrimination and Equal Opportunity.
Equal Employment Opportunity
The University of Virginia is committed to equal employment opportunity and affirmative action. To fulfill this commitment, UVA administers its programs, procedures and practices without regard to age, color, disability, gender identity, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information and operates both affirmative action and equal opportunity programs, consistent with resolutions of the Board of Visitors and with federal and state requirements, including the Governor's Executive Order Number One (2014).
EEO is the Law: Learn more
EEO is the Law - Supplement for Wage Transparency: Learn more
UVA Office for Equal Opportunity and Civil Rights: Learn more
As an applicant for employment with the University, we are required by law to notify you of the University's compliance with the Clery Act (see more in the Safety and Security section below) and the federal E-Verify System.
On July 30, 2009, Virginia governor Tim Kaine signed Executive Order 85 into law. Under EO 85, all state agencies, contractors and sub-recipients are directed to use the Virginia Workforce Connection (VWC) for the recruitment of direct jobs created by the American Recovery and Reinvestment Act of 2009 (ARRA) and for those in all state agencies, regardless of funding source.
Position Statement on Diversity for UVA Health
For over a century, UVA Health has been providing patient care services to diverse populations. UVA Health celebrates diversity in all of its forms. As part of the University of Virginia, we embrace the vision of "a community of respect, understanding, and tolerance." We are enriched by the unique differences within our community, and continuously strive to increase our inclusiveness.
We remain steadfast in our commitment to ensure that the delivery of patient care addresses the diversity within the populations that we serve. With the knowledge that each patient is unique, we continuously strive to provide culturally sensitive and appropriate care by learning to understand the beliefs, attitudes, behaviors, and desires of each patient.
We believe that the best patient care environment is one that fosters inclusiveness of all members of the community. This community includes our patients, their families and friends, spiritual leaders, health care providers and staff, students, and volunteers who, together, help maintain our healing environment.
UVA Health is committed to equal employment opportunity and affirmative action. To fulfill this commitment, UVA Health administers its programs, procedures and practices without regard to age, color, disability, gender identity, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, veteran status, and family medical or genetic information and operates both affirmative action and equal opportunity programs, consistent with resolutions of the Board of Visitors and with federal and state requirements, including the Governor's Executive Order Number One (2014).
Safety and Security at UVA
Federal law requires the University to publish an Annual Security and Fire Safety Report. The report includes information on crime prevention, fire safety, University Police law enforcement authority, crime reporting policies, and statistics about crimes that occurred during the previous three years on Grounds or in designated areas near Grounds as well as in other locations specified by law. The document is available on the University’s Clery Act website. You may request a hard copy of the report from the University by writing to email@example.com.
Pregnancy, Childbirth, and Related Medical Issues
The University of Virginia does not unlawfully discriminate on the basis of pregnancy, childbirth, or related medical issues. Employees may have a right to reasonable accommodation for known limitations related to pregnancy, childbirth, or related medical issues. Reach out to Human Resources – Employee Relations if you have limitations related to pregnancy, childbirth, or related medical issues for which you seek an accommodation. You may be entitled to an interactive process to determine whether a specific accommodation is reasonable.
Virginia employers are required to provide reasonable accommodations to individuals with limitations related to pregnancy, childbirth or related medical conditions, specifically including lactation. While accommodations that imposed an undue hardship on employers are not required, the following is a non-exhaustive list of accommodations considered reasonable:
- More frequent or longer bathroom breaks
- Breaks to express breast milk
- Access to a private location other than a bathroom for the expression of breast milk
- Acquisition or modification of equipment or access to or modification of employee seating
- A temporary transfer to a less strenuous or hazardous position
- Assistance with manual labor
- Job restructuring
- A modified work schedule
- Light duty assignments
- Leave to recover from childbirth
Employers are prohibited from taking adverse action against an employee who requests or uses a reasonable accommodation.
ATTENTION ALL MANAGERS: If any current employee reports a pregnancy (e.g. asks for time off related to prenatal care, mentions they are expecting, etc.), UVA is required to give the employee a notice of their rights within 10 days of the pregnancy disclosure. This is the responsibility of the employee's manager. See the Virginia Values Act webpage for details.