Resources

A to Z Guide
Administrative Personnel - School of Business
Business Services Accounting Services
Campus Information and Visitor Center
CASI (Committee on Academic Staff Issues)
Child Care
Classified Employee Handbook
Disability Access and Resources
Employee Benefits
Evaluation Form
Housing Referral Service
Inclement Weather Guidelines
Life at UW-Madison
Madison, Wisconsin
Maps
Organizational Chart - School of Business
Recruitment, Adjustments or Overload Requests
Schools
Sexual Orientation
Sexual Harassment Brochure
Sexual Harassment - Memo from the Provost
Spousal/Partner Hiring and Benefits
Staff Internship Program
Staff Survey Results (pdf)
Telecommuting Policy - Agreement Form (Print, complete, return to the Dean's Office)
Travel Regulations
UW-Madison Office of Human Resources - Employee Information
U.S. Citizenship and Immigration Services Forms and Fees

 

A to Z Guide

If you've recently joined the School of Business, the following information is an A to Z Guide to the school and its resources.

Child Care

Disability Access and Resources

Employee Benefits

Inclement weather guidelines

The chancellor is responsible for determining if, for the safety and welfare of students and staff, classes will be postponed or some services suspended due to inclement weather. Some university services and functions must remain in operation regardless of weather conditions, such as University Hospital and Clinics, University Housing, University Police and power plant operations.

University Communications staff will work with the chancellor to provide appropriate announcements to the media and post them on the university's web site. Deans and directors should receive authorization from the Office of the Chancellor before directing employees not to report for work or sending employees home.

Unless directed otherwise, employees are expected to report to work as scheduled. Each employee is expected to use discretion in determining if travel is safe. An employee who reasonably determines that travel would not be safe will not be subject to discipline for not reporting to work.
Supervisors are expected to honor the reasonable requests of employees to arrive late or to leave early because of inclement weather. Employees are expected to make a reasonable effort to notify their supervisors if they cannot report to work or will report late.

Employees who are absent from work because of inclement weather normally must use available annual leave (vacation), available holidays, leave without pay or, when appropriate, accrued compensatory time to cover the absence, or they must arrange with the supervisor to make up the time.
Nonprofessional employees must account for each hour of scheduled duty.

Professional employees may account for their time in a manner consistent with their professional responsibilities, as approved by their supervisors. If classes are postponed, faculty should make every effort to reschedule them at a later date.

If represented employees are directed not to report or are sent home, they will be treated in accordance with the terms of their respective collective bargaining agreements. (Note: At this time some collective bargaining agreements provide that the employee will be compensated as if the time were worked when the employer directs employees to leave work or not to report to work.) All employees not covered by collective bargaining agreements who are directed not to report or are sent home will normally be treated as follows:

* Nonprofessional classified employees may use available annual leave (vacation), accrued compensatory time, available holidays or leave without pay to cover each hour absent. Nonexempt employees must account for each hour of employment. If an employee's supervisor determines that the work unit can benefit from services provided by the employee at other than regularly scheduled times, the employee will be allowed to make up, during the remainder of the work week, as much of the time as is beneficial to the work unit.

* Professional, classified and unclassified employees may use available annual leave (vacation), available holidays, leave without pay or, when appropriate, compensatory time to cover the absence. An employee and the employee's supervisor may agree that the employee can account for the time of the absence in another manner.

 

Instructions for Submitting Requests to Hire or to Make a Change in an Existing Appointment
 

To initiate any of the following:

-a search to replace or hire an employee

-a temporary base adjustment or an overload request

-a request for promotion and/or title change

Please send an email to hrjobs@bus.wisc.edu with a description of the search or change you would like to pursue.

Madison, Wisconsin

Maps

Schools

Sexual Harassment

September 13, 2004

TO: University Employees

FROM: Peter D. Spear, Provost

RE: I. Mandatory Sexual Assault Reporting

II. Sexual Harassment Information Project

The University of Wisconsin-Madison supports efforts to create a safe and positive campus climate for people to work and study. This memo provides information about our efforts in the area of sexual assaults and sexual harassment.

I. Mandatory Sexual Assault Reporting

One of the ways we measure our progress toward our goal of creating a safe and positive environment to work and study is to record and report incidents of sexual assault on our campus and the immediate surrounding areas.

Wisconsin law (Chapter 36.11(22), Wisconsin Statutes) requires that UW-Madison annually report to UW System Administration the number of sexual assaults that occurred on campus and certain surrounding areas.

For UW-Madison to comply with state law, we need the cooperation of all University employees.

The Equity and Diversity Resource Center (EDRC) is the designated campus office for receiving employee reports of sexual assault and for compiling annual employee reports. The EDRC works with the Dean of Students office, which collects student reports of sexual assault, to provide the information to UW-System each year. UW-Madison relies on reports from employees, students and other members of the University community to meet its legal obligations.

EQUITY AND DIVERSITY RESOURCE CENTER

Room 179A Bascom Hall

500 Lincoln Drive

Madison, Wisconsin 53706

Telephone: 608-263-2378

FAX: 608-263-5562

Wisconsin Telecommunications Relay Service, 7-1-1

If you are a victim of or witness a sexual assault on the UW-Madison campus or the immediate surrounding area, you should call 9-1-1 immediately.

If you witness or receive a first-hand report of a sexual assault on the UW-Madison campus or the immediate surrounding area, Wisconsin law requires that you report the sexual assault to university officials, specifically the EDRC.

Information about campus crime and other safety information can be found at the Campus Safety Website http://www.wisc.edu/students/campus_safety.htm

or by contacting the EDRC for a paper copy.

Please contact the EDRC if you have any questions about this reporting requirement.

II. Sexual Harassment Information Project

The Sexual Harassment Information and Resources Project is an ongoing, comprehensive initiative to heighten campus awareness about sexual harassment issues and to increase our effectiveness in addressing this important campus concern. It includes the identification and training of sexual harassment contact persons campus-wide, the development of informational materials, and the presentation of sexual harassment information sessions to all academic, administrative, and service units.

The "Sexual Harassment Information and Resources website" www.wisc.edu/edrc/sexualharassment/ and companion brochure, Sexual Harassment: Defining and Addressing a Community Concern, explain the University of Wisconsin-Madison's policies on sexual harassment and consensual romantic or sexual relationships. They provide information and guidance on what to do if you are harassed, accused of harassment, or contacted by someone who believes he or she has been harassed. In addition, they highlight the responsibilities of individuals in positions of authority (principal investigators, supervisors, managers, department chairs, directors, and deans).

The University of Wisconsin-Madison is committed to prevention and will take prompt and appropriate action whenever it learns that sexual harassment has occurred. You are encouraged to report incidents or concerns to your supervisor, manager, department chair, director, or dean for appropriate action and resolution. Sexual harassment (and other prohibited harassment or discrimination) also may be reported to the Equity & Diversity Resource Center. In addition, sexual harassment contact persons are available to anyone wishing to inquire about sexual harassment, discuss an incident, or receive information about options for resolving complaints. The contact persons are equipped to address initial concerns and refer appropriately. Our "Sexual Harassment Information and Resources" website provides names and contact information for sexual harassment contact persons http://www.wisc.edu/edrc/sexualharassment/contact2.html and other campus resources. You may contact any of the listed campus resource for information and assistance.

You may address questions about the Sexual Harassment brochure or this campus-wide sexual harassment effort to Bernice Durand, Associate Vice Chancellor for Diversity and Climate, Office of the Provost, bdurand@wisc.edu, 262-5246, or Luis Pinero, Assistant Vice Chancellor for Workforce Equity and Diversity/Director, Equity and Diversity Resource Center, lapinero@vc.wisc.edu, 263-2378.

Sexual Orientation

Spousal/Partner Hiring and Benefits

 

Travel Regulations