This Faculty Handbook is intended to serve as an orientation resource for new faculty members and as an ongoing reference guide for current faculty members. It provides information about the University of Virginia and the conditions of employment, benefits, and policies that are essential to the faculty experience. These policies are intended to support our faculty: an innovative, collaborative, and diverse group of scholars and educators.
As policies are continually revised and updated, readers should use the references in this handbook for general guidance only and should consult the policy itself for the most current and complete information.
The University of Virginia aims to foster a dynamic, cohesive community. We intend for this handbook to help each faculty member find and make use of the many opportunities and supportive programs the University offers. We welcome your feedback: firstname.lastname@example.org.
Thomas C. Katsouleas
Executive Vice President and Provost
The University of Virginia is committed to equal employment opportunity and affirmative action. To fulfill this commitment, the University 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 on Equal Opportunity.
The University’s policies, “Preventing and Addressing Discrimination and Harassment” and “Preventing and Addressing Retaliation,” implement this statement. The Office of Equal Opportunity Programs (EOP) has complaint procedures available to address alleged violations of these policies. EOP is also charged with educating responsible employees on their obligations as stated in the policy “Reporting by University Employees of Sexual Misconduct Disclosures Made by Students.”
The University of Virginia will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the University’s legal duty to furnish information.