Equal Employment Opportunity Self-Identification

The University of Tennessee is committed to equal employment opportunity and to taking affirmative action to ensure that job applicants and employees are treated in a nondiscriminatory manner.

UT is required by the U.S. Department of Labor to request and maintain the following data on all employees and applicants for employment with the University. This information will be used for statistical summaries of employment practices, and to monitor the University’s compliance with equal employment opportunity and affirmative action requirements. This information is required by federal law to be maintained as confidential. The information you supply will not be a public record, and the only people who have access to it will be University officials involved in preparing the University’s affirmative action reports each year.

Self-Identification Process

All employees are encouraged to notify the University at any time of a current or previous disability or veteran status using the employee self-service website.

  1. Log in to the Employee Self-Service website.
  2. Locate the Additional Personal Data section (bottom of right-hand column).
  3. Click the pencil icon to edit.

 

Covered Veterans

The Vietnam Era Readjustment Assistance Act of 1974 (VEVRAA), as amended, prohibits discrimination in employment on the basis of veteran’s status.

As a government contractor subject to VEVRAA, UT is required to take affirmative action to employ and advance in employment:

  • Disabled Veterans
  • Recently separated veterans
  • Active duty wartime or campaign badge veterans
  • Armed Forces service medal veterans

The above classifications are defined as:

  • A “disabled veteran” is one of the following:
    • A veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs
    • A person who was discharged or released from active duty because of a service-connected disability
  • A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval or air service
  • An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
  • An “armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service participated in a U.S. military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Protected veterans may have additional rights under the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service.

For more information, call the U.S. Department of Labor’s Veterans Employment and Training Service (VETS), toll-free at (800) 4-USA-DOL.

Individuals with Disabilities

Section 503 of the Rehabilitation Act of 1973 prohibits discrimination by covered Federal contractors and subcontractors against individuals on the basis of disability, and requires affirmative action on behalf of individuals with qualified disabilities.