The University of Washington: Facilities Services

Employement in Facilities Services

General Information

Facilities Services employees work in several types of positions governed by different sets of published employment rules and policies.

  • Classified non-union staff members are civil service employees whose employment is governed by the rules of the Washington State Department of Personnel (DOP) [Washington Administrative Code section 356].
  • ‘Contract-classified’ staff members are covered by the provisions of negotiated collective bargaining agreements with the University.
  • Policies regarding employment of professional staff are published in Administrative Policy Statement 42.1.

Your supervisor or the Human Resources Administrator can advise you which rules or policies are applicable for your position. Copies of the applicable collective bargaining agreements, and printed copies of the University’s Administrative Policy Statements are available at all Reference Stations, and at all campus human resources offices. The University’s Human Resources Office maintains a comprehensive Web page with links to a variety of policies and procedures applicable to all University employees. If at any time you encounter problems in your job, discuss them with your supervisor.

You also may request advice from your:

  • Central Human Resources Consultant at 206-685-7576

Or from your Facilities Services Human Resources Administrator:

Collective Bargaining Agreements/Union Membership

If your position is represented by a collective bargaining organization, you have been provided with specific information about your collective bargaining unit and any collective bargaining agreements applicable to your employment. Union membership is voluntary except in those bargaining units designated as union shops wherein the payment of union dues or an alternative fee is required to maintain University employment.

Certain staff members within each bargaining unit are designated as union shop stewards. Each local will advise you of the name of your steward. Shop stewards are encouraged to work closely with unit supervisors to resolve employee problems. Please keep in mind that union activities may not occur during work time, except as provided in Collective Bargaining Agreements.

For more specific information about terms and conditions of employment under collective bargaining agreements, contact your Human Resources Consultant, the Labor Relations Office at 206-543-6237, or your union.

Probationary Period / Trial Period

Classified nonunion and contract-classified employees at the University serve a probationary period. For the majority of job classes the probationary period is six months. Completing the probationary period confers permanent status. Employees whose performance is determined to be unsatisfactory may be dismissed during the probationary period. Employees who are promoted from one University of Washington position to another may serve a trial period. For information about any trial period applicable for your job, please see your supervisor.

Performance Standards

The University’s continuous effort to achieve excellence in its education, research, and community service activities requires high standards in the individual performance of staff employees. In the case of an employee whose job performance is unsatisfactory, the supervisor ordinarily will assist that employee by identifying those areas of performance that are unsatisfactory and indicating the corrections required to raise job performance to an acceptable level. However, the ultimate responsibility to improve unsatisfactory performance rests with the employee. Such performance, if uncorrected, may be the basis for corrective action, up to and including dismissal. Some examples of reasons for disciplinary action are neglect of duty, inefficiency, excessive absenteeism or a pattern of absences that indicates improper sick leave use, theft, unsatisfactory work performance, insubordination, mistreatment of coworkers including discrimination or harassment, and failure to follow the rules, policies, and procedures of the organization, its divisions, and the University. Any corrective action taken by the University will be in accordance with applicable rules or policies.

Performance Evaluations

Performance evaluations are intended to be a constructive process to enhance communication and enhance employees’ successful performance in their jobs. Your supervisor will discuss specific performance criteria and expectations with you and will provide you with a copy of the job description for your position. Formal performance evaluations are conducted during the probationary period and annually thereafter. Evaluations may be conducted at other times if requested by the employee or deemed appropriate by the supervisor.

Attendance

The success of Facilities Services in fulfilling its mission is dependent upon regular and punctual attendance of staff members. Fully staffed work shifts are essential to achieve and maintain smooth and efficient operations. Staff members are expected to maintain satisfactory attendance by reporting to work as scheduled and keeping unscheduled absences to a minimum. Supervisors and managers are responsible for distributing these guidelines to all current staff members.

The attendance expectations outlined here apply to all classified, contract-classified, professional, temporary, and probationary staff. Temporary and professional staff are employed at will and nothing in these guidelines creates a contract or promise that alters the “at will” status of these employees.

Unscheduled or Unauthorized Absences

NOTICE
Employees who do not report to work as scheduled must notify the employer in accordance with departmental procedures. The central point of contact is the employee’s supervisor, unless the employee is formally notified of another central point of contact.

Excessive Absenteeism

Staff members are expected to keep unscheduled absences to a minimum. Unscheduled absences are any unplanned absence excluding the following exceptions:

  • Single extended illness
  • Serious medical conditions and other absences covered by the Family and Medical Leave Act
  • Inpatient hospitalizations
  • Death of a family or household member
  • Authorized absence due to job-related injury or illness
  • Authorized leave of absence
  • Pre-authorized and emergency medical/dental appointments
  • Pre-authorized holidays and vacations
  • Civil duty leave
  • Military leave
  • Mandated leave following exposure to contagious disease
  • Disciplinary suspension days
  • Suspended Operations/Inclement Weather
  • Disability leave
  • Any use of paid time to care for a spouse, parent, parent-in-law, or grandparent who has a serious health or emergency condition, in accordance with applicable law
  • Any use of paid time to care for a child who has a serious health condition that requires treatment or supervision
  • Leave use resulting from a childcare emergency as authorized by University policy, or by applicable collective bargaining agreement(s) and/or civil service regulation.
  • Leave provided under applicable collective bargaining agreements.

Documentation may be required from the employee to determine if an absence falls into one of these categories. Repeated or excessive unscheduled and/or unauthorized absences, or failure to follow departmental procedures for reporting absences, may be grounds for corrective action, up to and including dismissal.

Sick Leave

Sick leave is a benefit provided to employees to cover wages in accordance with University of Washington leave policies. Sick leave may only be used for these specified purposes, many of which are included in the list of exceptions set forth above. Fraudulent use of sick leave is grounds for corrective action up to and including dismissal.

Verification of the appropriateness of sick leave use may be required. Failure to provide requested verification may cause the absence to be considered “unauthorized” and therefore may be grounds for corrective action. A request for verification related to sick leave is not discipline. Submission of altered or falsified documentation is grounds for dismissal.

Annual Leave, Compensatory Time, Leave Without Pay

If an employee calls in sick and does not have accrued sick leave available, leave without pay will be substituted unless the employee requests and the supervisor approves use of other appropriately applied paid leave for the absence.

Supervisors retain the discretion to approve or deny use of annual leave, compensatory time, and leave without pay for unscheduled absences. Supervisory approval of application of paid leave for an unscheduled absence does not mean the absence is authorized. Excessive unscheduled absences are not acceptable whether or not accrued leave is available.

Supervisors are expected to discuss attendance expectations with staff and take appropriate action, including formal corrective action if needed, when unscheduled or unauthorized absences are excessive, when patterns of use suggest possible abuse of sick leave, or when an employee fails to follow departmental procedures for reporting absences.

Lateness

Staff members are expected to report to work and return from breaks as scheduled. Each employee is expected to know and adhere to his/her schedule and supervisors are expected to measure compliance. Lateness is defined as arrival at the work site after the designated start time or the end of designated break time. Employees who expect to be late are expected to contact their supervisors in accordance with the department’s reporting procedures.

Employees who are late will not be paid for time absent . Repeated, excessive occurrences of lateness, or failure to follow departmental procedures for reporting lateness, may be grounds for corrective action.

Absence Without Notification

Barring extraordinary circumstances, being absent without notification is neglect of duty and a violation of Facilities Services procedures. For the first occurrence of up to 2 days, employees will not be paid for time absent and corrective action may be taken. For a second occurrence, or for an unauthorized and unreported absence that exceeds two days, an employee may expect to be dismissed.

As previously stated, regular fully staffed work shifts through regular and punctual attendance is essential to achieving our mission. Failure to maintain satisfactory attendance, and/or failure to report unscheduled absences in accordance with departmental requirements, are performance problems and may result in corrective action, up to and including dismissal.

Temporary Closure / Suspended Operations

Facilities Services’ employees provide essential services to the University and its population, and therefore are expected to work regardless of emergency situations, including severe weather conditions and natural disasters. Physical Plant employees are essential to the University of Washington and are expected to work even if it is announced (on the radio, television, or to the general public) that the University is closed or under suspended operation. Other Facilities Service units may also be needed, depending on the circumstances of the emergency situation. Having a back-up or alternative travel plan insures you will arrive at work despite adverse conditions. Questions about these circumstances should be discussed with your supervisor. Compensation rules vary depending on classification, normal work schedule, or other factors.

Hospitable Workplace

Facilities Services is committed to maintaining a work environment where employees can feel comfortable and free from concern for their personal well-being. Facilities Services will not tolerate harassment or abuse of any employee by any other employee, regardless of either employee’s position. We are also committed to ensuring that interactions between Facilities Services employees and all others in the University community are civil and courteous, and appropriately represent the University of Washington’s commitment to positive community relations.

It is inappropriate and unacceptable for any employee to engage in verbal or physical conduct that is threatening, intimidating, or demeaning and may impair an employee’s ability to do his or her job. Employees who engage in verbal abuse, threatening statements, name calling, hostile or confrontational behavior will be held accountable. Appropriate corrective action may include reprimand or other disciplinary action, up to and including dismissal. Any employee who is found to have physically abused another employee can expect to be dismissed.

The use of racially and/or sexually derogatory language at work or while using University facilities, equipment or computing systems is inappropriate and unacceptable even though users may feel they are joking and do not have a hostile intent. The use of such language, regardless of intent, will not be tolerated in Facilities Services, and any employee who is found to have used such language is subject to corrective or disciplinary action.

Any employee who feels that he or she is being subjected to harassment or abuse should report incidents immediately, to his or her supervisor or manager or Director, the Facilities Services Human Resources Administrator, to other Facilities Services management, or to the unit’s Human Resources Consultant

Also see Facilities Services policy on “Harassment” (below) and the University of Washington Policy and Procedure on Workplace Violence, which can be obtained from your supervisor or on the Web at: http://www.washington.edu/admin/hr/pol.proc/work.violence/wk.viol.policy.html

Non-Discrimination

The University of Washington is an equal opportunity employer. This means that the University, as a standing policy, does not discriminate on the basis of race, color, creed, religion, national origin, sex, sexual orientation, age, marital status, disability, or status as a disabled veteran or a Vietnam era veteran. Any discriminatory action is prohibited by law and University policy, and can be cause for disciplinary action. For more detailed information, please read the University of Washington’s Policy on Equal Opportunity and Disability Accommodation at: http://www.washington.edu/admin/eoo/EOO_policy_01.html

Any employee who feels that he or she is being subjected to discrimination should report incidents immediately, to his or her supervisor or manager or Director, the Facilities Services Human Resources Administrator, to other Facilities Services management, or to the unit’s Human Resources Representative. The University also has a formal complaint procedure which is described in Administrative Policy Statement 46.03, and can be found on the Web at: http://www.washington.edu/admin/rules/APS/46.03.html

Harassment

Facilities Services will not tolerate harassment of any employee by any other employee, regardless of the position the employee holds. Harassment on the basis of race, sex, age, national origin, sexual orientation, disability, religion, veteran status, color, creed, or marital status is a form of discrimination and as such is a violation of state and federal law and/or University of Washington and department policy. Harassment includes verbal or physical conduct designed to threaten, intimidate, coerce or demean, and may impair employees’ ability to do their job.

Harassment may take many forms such as:

  • hostile, threatening or intimidating actions, gestures, or physically interfering with normal work or movement;
  • slurs;
  • taunting;
  • verbal abuse or epithets;
  • degrading comments or jokes; and
  • displaying derogatory objects, cartoons, posters, drawings, or pictures.

Sexual harassment is a form of sex discrimination and includes unwanted and unwelcome sexual advances, requests for sexual favors, or any other visual, verbal or physical conduct of a sexual nature when:

  • Submission to the conduct is made either implicitly or explicitly a condition of the individual’s employment;
  • Submission to, or rejection of, the conduct is used as the basis for an employment decision affecting the harassed employee; or

The behavior has the purpose or effect of interfering with the employee’s work performance, or creating an environment that is intimidating, hostile or offensive.

It is inappropriate and unacceptable for any employee to engage in any remarks, gestures, or conduct that can be considered harassment. Any employee of this organization who is found to have engaged in conduct that constitutes harassment is subject to disciplinary action, up to and including immediate dismissal.

Employees who believe that they have been subject to or have knowledge of harassment, as outlined in this policy, should immediately contact their Supervisor or Director, or the Human Resources Administrator for Facilities Services. Employees may also report harassment incidents to his or her supervisor or manager or Director, the Facilities Services Human Resources Administrator, to other Facilities Services management, or to the unit’s Human Resources Representative.

Workplace Violence

The University of Washington is committed to providing a safe, healthful workplace that is free from violence or threats of violence and does not tolerate behavior, whether direct or through the use of university facilities, property or resources that:

  • Is violent;
  • Threatens violence;
  • Harasses or intimidates others;
  • Interferes with an individual’s legal rights of movement or expression; or,
  • Disrupts the workplace, the academic environment or the University’s ability to provide service to the public.

Violent or threatening behavior can include physical acts, oral or written statements, harassing telephone calls, gestures and expressions or behaviors such as stalking.

Individuals who engage in these behaviors may be removed from the premises, and may be subject to dismissal or other disciplinary action, arrest and/or criminal prosecution. This policy applies to all work locations including offices, work sites, vehicles, and field locations.

The University takes reports of threatening or violent workplace incidents seriously. Employees, supervisors and managers are expected to follow the University of Washington Workplace Violence Report/Response Procedure to report actual or alleged incidents of violence in the workplace.

Direct threats of harm to persons or property require immediate response by calling 911.

For the complete text of the University of Washington Policy and Procedure on Workplace Violence, see: http://www.washington.edu/admin/hr/pol.proc/work.violence/wk.viol.policy.html, or ask your supervisor for a copy.

ETHICAL STANDARDS

Conflict of Interest

The State of Washington and the University of Washington have very strict rules concerning the acceptance of gifts, favor, and or compensation by their employees. The Washington State Ethics Law includes provisions regarding gifts and outside compensation; prohibits disclosure of confidential information for personal gain, and provides for executive and legislative ethics boards to enforce the law. The areas of the ethics law most likely to affect employees of Facilities Services include:

  • State employees may not have a financial or other interest, or engage in any business or professional activity that is in conflict with their official duties.
  • State employees may not use their official position to secure special privileges for themselves or any other person.
  • State employees may not receive any compensation or gift from a source for performing or deferring the performance of any official duty.
  • State employees may not receive a gift or favor if it could be reasonably expected to influence or reward their vote, judgment, action, or inaction.

University resources may not be used under any circumstances for any of the following:

  • Conducting an outside business ;
  • Supporting, promoting, or soliciting for an outside organization or group unless otherwise provided by law;
  • Political campaigning;
  • Commercial purposes such as advertising or selling;
  • Internet browsing unless directly job-related; or,
  • Illegal activities.

A University employee may not use his or her position at the University of Washington to support or represent the employee’s outside activities including businesses, hobbies and political activities.

The following are examples of University resources and identity which may not be used by an employee to support or represent his or her own outside activities:

  • University telephone numbers, and office, e-mail or web addresses.
  • University affiliations and titles may not be used for advertising.
  • University stationery, office supplies and/or equipment such as photocopiers.
  • University computing resources and laboratory equipment.

Facilities Services is committed to its stewardship of University and state resources, and expects its employees to adhere to the highest standards of integrity and ethical behavior. Employees who violate published University policies regarding the personal use of University facilities and equipment, or policies regarding outside work and conflict of interest are subject to appropriate disciplinary or corrective action, including dismissal.

If you have any questions about the University’s policies on personal use of state resources and conflict of interest, please contact the Human Resources Consultant, your supervisor, your manager, or the Facilities Services Human Resources Administrator. More information on “Personal Use of State Resources and Conflict of Interest” is also available on the University of Washington’s Web page at: http://www.washington.edu/admin/hr/polproc/index.html. Also accessible from that page are The Washington State Ethics Law published in its entirety, and a page devoted to Frequently Asked Questions.

Outside Work

Some Facilities Services employees have other employment or own businesses in addition to their University employment. It expected that all University employees understand and comply with the requirements of the State of Washington and the University of Washington regarding employee conflict of interest. University professional and classified staff must secure advance review and approval for outside work, whether or not for compensation, whenever such activities stem from, could conflict with, or relate to the employee’s official duties or status as a University employee.

Following are some examples of situations that could create or might appear to create the potential for a conflict of interest for an employee:

  • Your outside job, business or consulting services are in the same trade, profession, or industry as your University of Washington job.
  • Your outside business uses or sells any of the same materials, tools or other resources as your University job.
  • Your outside business employs or otherwise involves ANY University of Washington employee.
  • Your outside business does any business with the University of Washington, or provides information or services to businesses that contract with the University of Washington.
  • Conducting your outside business ever occurs or could occur at times that you are scheduled to work at your University of Washington job.
  • You work for a business that has a contract to do business with the University of Washington.

In order to protect both the University’s and the individuals’ interests in minimizing employee involvement in activities that conflict with or may appear to conflict with the State Ethics Law and related University policies, all Facilities Services employees, whose employment or outside business falls within these criteria, must complete Request for Approval of Outside Work , and secure advance approval for each work engagement. See your supervisor or manager for this form. For more information, please see Facilities Services policy on “Outside Employment and Professional Consulting Activities” dated March 25, 2003.

Computer Resources and E-mail

The computer resources available within Facilities Services, including the equipment that allows access to the network and Internet, are the property of the department, and are to be used in the conduct of departmental business. All hardware, software and data stored on the equipment remain at all times property of the department.

Employees may use University-provided e-mail for personal communications only to an extent comparable to that allowed for personal local use of University telephones; that is, minimal use is allowed, so long as that use:

  • Is of little or no cost to the state.
  • Is brief in duration, occurs infrequently, and is the most effective use of time and resources.
  • Does not interfere with the employee’s official duties.
  • Does not disrupt University business.
  • Does not disrupt other employees or obligate them to make personal use of state resources.
  • Does not compromise the security or integrity of state property, information or software.

State law prohibits the use of University computers to access computer networks or other databases, including the Internet and electronic mail, for personal business-related, commercial, campaign or political purposes, or to promote an outside business or group or to conduct illegal activities. Additionally, employees are prohibited from allowing any member of the public to make personal use of state computers and computing resources. E-mail and other uses of University computers may constitute an Ethics violation if the use is political, commercial, or excessive. Improper or excessive use of University computers may be grounds for corrective action, up to and including dismissal.

For more detailed information, please read the University of Washington’s Policy on E-mail and Computer Usage by Staff, at: http://www.washington.edu/computing/rules/email.html.

Examples of improper or excessive use are included in the “Frequently Asked Questions” on the Executive Ethics Board Web page at: http://ethics.wa.gov/.

Equipment, Tools and Materials

University-owned equipment, tools, materials, and supplies may only be used in the performance of University duties and may not be used for employee personal use. Salvaged, broken, or junked equipment, tools, materials, and supplies also are University property, are not for employee personal use, and may not be removed from the campus. Unauthorized use or removal may result in corrective action or termination.

Telephones

Occasional but limited use of University telephones (excluding cell phones) is permissible if there is no actual cost to the State, or if the cost to the State is de minimis and the use does not interfere with the performance of your official duties. Personal use of University cell phones is prohibited. Personal long distance calls may not be charged to the University. Any such calls made from University telephones must be charged to a personal credit card or other non-University billing number.

UNIVERSITY VEHICLES

University vehicles may only be used for official University business. University vehicles may not be driven to private establishments, including banks and eateries, at lunch or at rest periods. Exceptions to allow for rest and meal periods may be made when extended off campus trips are taken or if you are on call. Except in rare circumstances, University vehicles are not to be driven on walkways or landscaped grounds. They may not be parked at disabled access to buildings nor may they obscure disabled access on pathways, walkways, and sidewalks. University vehicles are subject to citation when blocking a fire lane or when parked in spaces designated for wheelchair and disabled parking or reserved parking.

If you operate a State-owned vehicle, you must have a driver’s license recognized as valid by Washington State and be familiar with and abide by the Motor Pool Policies (Administrative Policy Statement 53.2), Parking and Traffic Regulations, (WAC 478-116), and State and local laws.

If your driver’s license is suspended or revoked you must inform your supervisor immediately. Parking tickets and citations for moving violations are the responsibility of the employee. Operating a University vehicle without a valid driver’s license, unsafe driving or repeated violations are grounds for corrective action, up to and including dismissal.

Vehicles should never be left unlocked; vehicle keys and key-cards to restricted parking areas must be safeguarded (see Security).

Accidents involving University-owned vehicles must be reported immediately to the University Police, whether or not there appears to be personal injury, property damage or damage to the vehicle. You must complete and submit a Vehicle Accident Report.

SMOKING

Smoking is prohibited in all University facilities and vehicles, and in any outside areas except those designated specifically as smoking areas. For a list of outside designated smoking areas see http://www.ehs.washington.edu/psosmoking

ALCOHOL and DRUGS IN THE WORKPLACE

To help ensure the safety and well-being of faculty, staff, students, and the general public, the University is committed to maintaining a campus environment that is free of illegal drugs and of drugs and alcohol that are used illegally.

The University prohibits consuming alcoholic beverages on University property, except in accordance with state of Washington liquor license procedures. The University also prohibits unlawful possession, use, distribution, or manufacture of alcohol or controlled substances on University property or during University-sponsored activities. Violation of the University’s alcohol and drug policy, including use of illegal drugs or consumption of alcohol by employees in the workplace is strictly prohibited, and may be grounds for disciplinary action, up to and including dismissal.

The University encourages employees who may have alcohol or drug abuse problems to seek treatment for them. While the University will make every reasonable effort to assist employees who make it known that they have an alcohol or drug abuse problem, employees are responsible for resolving any alcohol or drug abuse problems they may have. Unresolved job performance problems that result from alcohol or drug abuse may be grounds for disciplinary action, up to and including dismissal.

Confidential consultation and referral services for employees with concerns about alcohol or drug dependency are available from the University’s Employee Assistance Program, UW CareLink, which provides employee assistance services for faculty and staff, dependents in any location nationwide, and family or household members.

For additional information about assistance available and leave options for treatment please contact the Human Resources Consultant.

Use and abuse of alcohol and drugs - even legal prescription and over the counter medications - can impair judgment and skill and increase the risk of serious accidents on the job. If you are taking medications which may impair your judgment or skill, be sure to inform your supervisor so that any necessary temporary adjustments can be made to your work assignment, or contact the Human Resources Consultant.

Also see the University of Washington’s Alcohol and Drug Abuse policy, (Administrative Policy Statement 13.7)

SECURITY

Facilities Services’ Physical Plant employees play an important role in the security of the University campus. Do not let anyone other than persons you personally know to have authorization, into a locked room or building on campus. Refer other individuals requesting entry to the University Police. Report suspicious persons or objects to the UW Police: 911.

Identification (Photo ID)

Most Facilities Services employees are issued photo identification tags upon employment; any employee who is issued an ID tag is required to wear it at all times when on the job.

Keys

All University keys, key cards, and other means of electronic access must be safeguarded while on duty and locked up at the end of the work shift. Employees who are subject to recall after hours are allowed to take home with them only those keys that are necessary to access their shop or office. Keys must be kept on your person, and must not be loaned to anyone, taken away from the University, or duplicated. Access codes for UW security systems are not to be shared with unauthorized persons. Lost keys must be reported immediately to your supervisor. All keys must be returned to your supervisor upon termination of employment. Failure to follow departmental key procedures is grounds for corrective action, up to and including dismissal.

TRAINING

Many training opportunities are available to improve productivity and performance, help employees prepare for changing responsibilities and stay abreast of new technology, and support personal growth and job satisfaction.

Training opportunities are divided into the following categories:

Technical Skills Training

This covers specific technical skills training (e.g., asbestos worker certification, water works certification) which is directly applicable to and currently required for the job. It includes special skills training such as that offered by some trades unions, but not the general continuing education required to maintain journey status in the trade.

Staff Training

This covers the range of training classes offered through the University’s Training and Development office, UW Medical Center Training and Employee Development office, Computing and Communications, and Environmental Health and Safety, and comes under the University policy on “Release Time for University Sponsored Staff Training Program.” See University Handbook, Vol IV, Part V, Chapter 19.

Other Training

All other training will be considered case-by-case. Approval of release time or work schedule modification is based on departmental need as well as on perceived benefit to the department and consistency within the unit and the department. See Training in the Facilities Services Policy and Procedure Manual or contact your supervisor for further information.

It is the policy of the University of Washington and Facilities Services to provide and maintain safe and healthful working conditions. Each employee is expected to promote safe work practices, to participate in occupational health assessment programs (e.g., audiograms, pulmonary function tests, etc.), and to help maintain property and equipment in a safe operating condition. If you have questions about the safety of your work environment or whether precautions are necessary, contact your supervisor.

Facilities Services has an established safety training program that includes training in first aid, back care and lifting, forklift safety, hearing and respiratory protection, and any other safety training required for your job. Personal protective equipment required for your job is provided by the University and must be worn as required. Talk to your supervisor to obtain safety equipment. Protective footwear and prescription eye wear must be provided at employee expense.