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Chapter 04.01 - Uniform Personnel System

REGENTS’ POLICY
PART IV – HUMAN RESOURCES
Chapter 04.01 - Uniform Personnel System

P04.01.010. Human Resources Mission Statement.

The statewide office of human resources and the regional human resources offices contribute to the university's missions of teaching, research and public service by providing benefits and services that help to attract, motivate and retain a talented, committed, and diverse workforce. To encourage excellence, the statewide office promotes fair treatment, provides for continuing opportunities for training and development, values and recognizes productivity and achievement, and respects the worth and dignity of all individuals who comprise the university’s workforce. The statewide office is established to provide services that enhance productivity through human resource management within the university by developing and implementing programs and services to meet institutional needs; and will propose and maintain university regulation and procedures governing employee relations consistent with the university's goals.

(06-20-97)

P04.01.020. Nondiscrimination Statement.

In accordance with federal and state law, illegal discrimination in employment against any individual because of race, color, religion, national origin, age, sex, sexual orientation, veteran status, physical or mental disability, marital status or changes in marital status, pregnancy or parenthood is prohibited. Decisions affecting an individual's employment will be based on the individual's qualifications, abilities and performance, as appropriate.

(02-18-11)

P04.01.030. System Establishment and Maintenance.

Criteria for the establishment and maintenance of the university uniform personnel system will be established by university regulation.

(08-19-94)

P04.01.050. Types of Employment.

1. Officers of the University and Senior Administrators. The president will designate by university regulation those positions to be placed in the Officers of the University and Senior Administrators category.
2. Faculty. Faculty positions are defined in P04.04.030. 
3. Staff. Staff positions are designated exempt or nonexempt in accordance with the Fair Labor Standards Act. 
4. Casual Labor. Casual labor is nonexempt temporary employment on an as-needed basis. 
5. Student Employment. Student employment is nonexempt, temporary employment.

(09-17-15)

P04.01.055. Termination.

1. At-will employment is an employment relationship that either the employee or the university may terminate at any time for any reason or no reason with such notice as may be required by regents’ policy and university regulation. The processes contained in R04.01.050 are the exclusive review procedures available for all terminations of at-will employees.
2. Temporary, extended temporary, adjunct, student, casual labor, regular new hire probationary employees and those positions designated by the president as officers and senior administrators of the university are employed at-will. A new employee in a regular position, including an individual with a break in university service greater than 10 business days, is also considered at-will for the duration of the probationary status. 
3. Employment not established as at-will entitles the employee to such notice and appeal processes as specified by regents’ policy and university regulation.

(06-06-07)

P04.01.060. Contents of Personnel Files.

The information to be contained in the official personnel records of the university will be established by university regulation. These records will be maintained at the employee's MAU human resources office, or at such place or places as specified at the employee's MAU human resources office.

(08-19-94)

P04.01.061. Access to Personnel Files.

An employee will have the right to examine the employee’s official personnel file at any time during normal business hours upon submission of advance written request to the MAU human resources office. An employee will have the right to a copy of the employee’s own file upon submission of advance written request to the regional human resources office.

(06-06-07)

P04.01.062. Confidentiality of Personnel Records.

1. Dates of present and past employment with the university, position title, type of employment, campus, and salary are public information. The university adopts the policy of AS 39.25.080 so that all other personnel records, including but not limited to applications, leave records, home address and telephone number, performance evaluations and disciplinary matters, relating to any past or present employee of the university are not public records and are not accessible by the public. Personnel records will be released only under the following circumstances: 
   1. upon receipt of written authorization from the employee, former employee, or applicant, as directed in the authorization; 
   2. to the employee’s supervisors and to university supervisors to whom the employee or former employee has applied for promotion, transfer or rehire; 
   3. to a state agency authorized by statute to review such university documents upon receipt of a subpoena issued by a competent authority and upon execution of an agreement that confidential information will not be made public; 
   4. upon receipt of an order of a court of competent jurisdiction;
   5. for internal university operations, to persons having a need to know as determined by the regional personnel officer or the custodian of the record. 
2. A request not covered by A.1-5 of this section will be addressed to the MAU human resources director. The MAU human resources director or designee shall review the request and may approve the release if that release is in the best interest of the university and can be accomplished without violation of the employee’s, former employee’s, or applicant’s right to privacy. 
3. Notwithstanding the provisions of this section, a supervisor or human resources office may disclose information about the job performance of an employee or former employee to a prospective employer upon request. Any information provided must be given in good faith and must be factual.

(06-06-07)

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