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U.Va. Human Resources
General Information on Employment
Current position vacancies for faculty and staff are posted on-line daily on Jobs@UVa.

You must be at least 16 years of age to be eligible to work at the University of Virginia.

Background/Reference Checking: It is the practice of the University of Virginia to conduct in-depth background checks on all candidates identified as a finalist for employment consideration at the University. The type of background checks performed are dependent upon the type of position for which you have been identified as a finalist and may include: reference checks, criminal history including sexual offender registry checks, degree validation, DMV (driving) Record checks, license verification, credit report reviews, etc. The results of background checks are made available to University employing officials. You will be requested to sign a reference release form, so your past schools and/or employers may be contacted concerning your academic or employment history.

Employment Eligibility Verification: The federal Immigration and Reform Act of 1986 requires all US employers to verify an employee’s identity and work authorization by completing Form I-9 for all employees hired after 1986. Employees of the University are required to complete section 1 of Form I-9 no later than the close of business of their first day on the job; department hiring officials or those designated by hiring officials must review documents presented by employees and complete section 2 of Form I-9 no later than three days after the commencement of employment.

Probationary Period: All salaried employees must serve a probationary period of at least one year. This allows both you and your supervisor to determine your suitability for the job. Except for allegations of unlawful discrimination, you will not be provided an appeal if you are released during the probationary period.

Criminal Conviction Policy: The on-line application requires information concerning law violation convictions including moving traffic violations. Applicants are required to disclose all such convictions (which have not been over-turned) including those which have occurred under a name other than what is on the application. Arrests, as opposed to convictions, should not be noted on the application.

It is the policy of the University to conduct criminal conviction investigations on salaried and hourly candidates offered employment. Any candidate identified as a finalist will be required to sign a statement which authorizes the University to have a criminal investigation performed. If the candidate does not sign the statement, or if the results of the investigation are unsatisfactory, an offer of employment will not be extended.

Federally & Locally Funded Positions: A number of the positions at the University of Virginia are funded through a federally sponsored program or local research accounts. If you are offered such a position, you should understand that if these programs cease for any reason, your job will be abolished. You should further understand that the University of Virginia is under no obligation to place you in another position if such a termination occurs unless you have had prior continuous state of local service.

Other positions may be funded by locally generated funds. If you are offered such a position you should understand if it is necessary for the University to lay you off because of lack of work or lack of funds that you will have rights under the University of Virginia Local Layoff Policy.

Child Support Enforcement: In compliance with legislation enacted by the General Assembly of Virginia effective July 1, 1993, the University of Virginia provides information regarding new hires to the Virginia Employment Commission (VEC) for the purpose of locating working parents who are delinquent in child support payments. The information that is provided to the VEC is the employee's name, home address, and social security number and is not divulged except to the extent necessary for the administration of the child support enforcement program or when otherwise authorized by law.

Direct Deposit of Paychecks: Electronic direct deposit of employee paychecks is mandatory for all University salaried staff employees. Electronic direct deposit is available at most financial institutions throughout the United States and assures that employees' paychecks are in their checking or savings accounts on payday even if they are sick or on vacation. At least one local bank offers a method so that employees who do not have bank accounts can take advantage of direct deposit. The bank(s) accept direct deposit for employees who can withdraw their pay through a limited number of transactions per pay period.

Tax Deferred Savings: The University of Virginia offers optional tax-deferred savings plans which allow employees to tax-shelter income and invest for the future. The plan is open to employees who can contribute the monthly minimum of $25, and is available through TIAA/CREF, the Vanguard Group, Fidelity Investments and the State's Deferred Compensation Plan.

Health Insurance and other benefits: All full-time salaried University employees are eligible for health benefits under the University of Virginia Health Plan. Coverage begins on the first full month of employment if the employee's application for coverage is received within 60 days of employment. Employees may change type of membership only during the annual Open Enrollment Period or subsequent to a valid family status change. Additional information on health insurance and other benefits can be found on-line.

Drug/Alcohol Testing Program: Positions designated by the University as safety sensitive require satisfactory completion of a drug test as a condition of employment. A US Department of Transportation law, the Federal Omnibus Transportation Employee Testing Act of 1991, requires all colleges and universities to implement drug and/or alcohol testing programs for employees who operate certain types of vehicles. The University conducts pre-employment, reasonable suspicion, random, and post accident drug and/or alcohol testing for employees who operate vehicles which exceed 26,001 pounds gross vehicle weight, which carry more that 16 passengers or carry hazardous materials.

Use of Internet and Electronic Communication Systems: Agency provided computer systems that allow access to the Internet and Electronic communication systems are the property of the Commonwealth of Virginia and are provided to facilitate the effective and efficient conduct of state business. No user should have any expectation of privacy in any message, file, image or data created, sent, retrieved or received by use of the Commonwealth's equipment and/or access. Employees are prohibited from accessing, downloading, printing or storing information with sexually explicit content as outlined by law as well as any fraudulent, threatening, obscene, intimidating, defamatory, harassing, discriminatory, or otherwise unlawful messages or images (see Code of Virginia 2.1-804-805; 2.2-2827 as of October 1, 2001).

Student Employment: University of Virginia students who are enrolled full time in a degree granting program may apply for student employment by accessing CAVLink. U.Va. students who meet financial aid guidelines may apply for the federal work/study program through the Office of Financial Aid to Students located in Carruthers Hall. All part-time and all non U.Va. students must apply for staff employment through the Jobs@UVa on line application system.

Wage Employment Policy: The complete wage employment policy can be found here.

Note: Employees are responsible for reviewing all University of Virginia policies on-line.

The University of Virginia is an Equal Opportunity/Affirmative Action Employer. U.Va. is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal employment opportunities for qualified persons with disabilities.