Alcohol and Drug-Free Awareness | Compensatory Time | Equal Employment Opportunity | Family First Coronavirus Response Act Notice HIV/AIDS in the Workplace| Notice of Privacy Practices for Medical Information
Standard of Conduct | Title IX Statement and Resources
Notice of Non-Discrimination and Abuse
The Americans with Disabilities Act Amendments Act of 2008
Carrying Concealed Handguns on Texas A&M AgriLife Property | Consensual Relationships | Ethics | Reporting Arrests, Charges, or Convictions | Review of Personal Data in Workday | Workers’ Compensation Insurance | Risk, Fraud, and Misconduct Hotline
It is of the highest importance that the people of the State of Texas have confidence in the integrity of their public servants. This need is especially critical in the area of state-supported higher education. The responsibility for educating and training the future leaders of the state and nation carries with it the duty to adhere to the highest ethical standards and principles. It is for this reason that this statement of ethical principles and its accompanying guidelines was formed.
Federal regulations require that contractors and subcontractors may notify employees and applicants of their EEO rights electronically and must provide employees with knowledge that the electronically posted notice is otherwise accessible. Also refer to Texas A&M System Policy 08.01 Section 1.1.
The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers (including Texas A&M System Members) to provide two forms of paid leave to assist employees impacted by COVID-19: Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFMLA).
- Refer to the Human Resources: Families First Coronavirus Response Act page for additional info including FAQs and request forms.
In accordance with System Regulation 34.02.01, Texas A&M AgriLife Research, Texas A&M AgriLife Extension Service, and the Texas A&M Veterinary Medical Diagnostic Laboratory maintain an Alcohol and Drug-Free Awareness and Prevention Program to inform employees of drug abuse violation penalties, the dangers of drug abuse, and the available drug counseling, rehabilitation and employee assistance programs.
To acknowledge the serious nature of HIV and related health issues, System Regulation 34.04.03 provides guidelines ensuring that the rights and privileges of all employees are protected. Consistent with that regulation, the educational website HIV/AIDS and the Workplace, is maintained online at http://dshs.texas.gov/hivstd/info/hivworkplace.shtm. This website is managed by The Texas Department of State Health Services and provides information on methods of transmission and prevention of HIV infection and the relevant state laws. Additional information on HIC and the AIDS epidemic may also be found on the Center for Disease Control’s website: http://www.cdc.gov/hiv.
Notice is hereby given to all persons employed in the service of and on the payroll of the institutions and agencies under the direction and governance of the Board of Regents of The Texas A&M University System that Worker’s Compensation Insurance coverage is provided in accordance with Chapter 502 of the Texas Labor Code.
The HIPAA Privacy Rule, a federal regulation, requires us to provide detailed notice in writing of our privacy practices. This notice describes how medical information about you may be used and disclosed, and how you can get access to this information.
The Texas A&M System’s Risk Fraud & Misconduct Hotline provides faculty, staff, students, vendors, and members of the public with a mechanism for reporting concerns related to allegations of improprieties. The Hotline should be used to report factual information suggestive of fraudulent, wasteful or abusive activities. Examples of reportable issues include fraud; misuse of resources or information; violations of safety rules; inappropriate conduct, harassment or discrimination. Reports can be submitted 24 hours a day, 365 days of the year by clicking on the Risk, Fraud, & Misconduct link in the footer information of any A&M System member’s homepage, or call toll free 1-888-501-3850.
As state employees, we are held to certain standards of conduct by the Texas State Legislature. Texas Government Code, Sections 572.051, 2113.014, 556.004, and 2113.013 serve as a reference guide for all employees, providing information on expectations, standards, and policies.
- Texas Government Code 572.051: Standards of Conduct; State Agency Ethics Policy
- Texas Government Code 2113.014: Employee Standards of Conduct
- Texas Government Code 556.004: Prohibited Acts of Agencies and Individuals
- Texas Government Code 2113.013: Use of Motor Vehicle
Periodically, we are required to inform you that you may voluntarily update your disability and/or veteran status at any time; which is important for equal opportunity and other related purposes.
Please take a moment to view the U.S. Department of Labor video “Disability Inclusion Starts With You” at https://www.dol.gov/ofccp/SelfIdVideo.html
To view and/or update your personal data, including disability and veteran status in Workday:
View Profile => Actions => Personal Data => Change Self-Identification of Disability – OR – Change My Veteran Status Identification
Notification of the state’s policy on compensatory time is an annual requirement as stated in Texas Government Code section 659.023. Employees of The Texas A&M University System should familiarize themselves with System Regulation 31.01.09. For all employees and those in a supervisory role, the additional resources of online training, ‘Course #2112755 Comp Time Issues for Employees’ and ‘Course #2112756 Comp Time Issues for Supervisors’ are available on TrainTraq via Single Sign On.
As per TAMUS Regulation 33.99.14, System employees must report to their supervisor, within twenty-four (24) hours or at the earliest possible opportunity thereafter, any criminal arrests, criminal charges or criminal convictions, excluding misdemeanor traffic offenses punishable only by fine.
The supervisor must report the arrest(s), criminal charge(s), or conviction(s) to the unit head (for TVMDL, to the Agency Director) and, the AgriLife Human Resources Office.
Texas A&M AgriLife is committed to providing an environment free from harassment or discrimination to all segments of its community including faculty, staff, students, guests and vendors. Harassment and discrimination, including sexual harassment and discrimination, are illegal under federal and state statutes and are prohibited.
All complaints of discrimination, sexual harassment, and related retaliation are promptly, thoroughly, and equitably investigated in accordance with applicable federal and state laws (including Title IX of the Education Amendments of 1972), A&M System Policy 08.01 and A&M System Regulation 08.01.01.
The following Title IX Coordinator has been designated to handle inquiries:
TAMU Assistant Vice President and Title IX Coordinator
Department of Civil Rights and Equity Investigations (CREI)
Medical Sciences Library
202 Olsen Blvd., Suite 007
College Station, TX 77843
Website Reporting Form: https://titleix.tamu.edu/
More information on Title IX can be found here.
Texas A&M AgriLife Research, Texas A&M AgriLife Extension and Texas A&M Veterinary Medical Diagnostic Laboratory do not discriminate on the basis of race, color, religion, national origin, sex, disability, age, genetic information, or veteran status in its programs and activities.
The following person has been designated to handle inquiries regarding the non-discrimination policies:
Jennifer Smith, Title IX Coordinator
TAMU Assistant Vice President and Title IX Officer
Medical Sciences Library
202 Olsen Blvd., Suite 007
College Station, TX 77843
For further information on notice of non-discrimination, visit U.S. Department of Education’s Office for Civil Rights for the address and phone number of the office that serves your area; or, call 1-800-421-3481.
The ADA Amendments Act of 2008 makes important changes to the definition of the term ‘disability’. The basic definition of ‘disability’ is retained as an impairment that substantially limits one or more major life activities, a record of such an impairment or, being regarded as having such an impairment. However, it changes the way that these statutory terms should be interpreted.
The Rehabilitation Act of 1973, Section 504 (Section 504) and The Americans with Disabilities Act Amendments Act of 2008 (ADAAA)
Submit requests for accommodation of a disability through the most direct contact, such as a class instructor, program organizer, or employment supervisor.
Regarding programs of the Texas A&M AgriLife Extension Service (Section 504 and ADAAA): Submit requests for accommodation of a disability through the most direct contact, such as a class instructor, program organizer, or employment supervisor. Texas A&M Extension Service Director’s Office, has been designated as an additional contact: Phone: 979-845-7968
For reporting incidents or to make inquiries regarding discrimination based on disability, contact Jennifer Smith (information above).
Inquiries regarding accommodations may be directed to:
Elizabeth Schwartz, Chief Human Resources Officer
In accordance with The Texas A&M University System (A&M System) Regulation, Weapons, 34.06.02, Texas A&M AgriLife (AgriLife) will comply with all applicable federal and state laws, policies, and regulations, relating to carrying handguns on AgriLife property. This rule applies to only off-campus facilities. For on-campus facilities, employees will follow the Texas A&M University Rule, Carrying Concealed Handguns on Campus, 34.06.02.M1.
- Carrying Concealed Handguns on Texas A&M AgriLife Research Property, 34.06.02.A1
- Carrying Concealed Handguns on Texas A&M AgriLife Extension Service Property, 34.06.02.X1
- Carrying Concealed Handguns on Texas A&M Veterinary Medical Diagnostic Laboratory, 34.06.02.V1
Please also note that the Open Carry Law, which went into effect on January 1, 2016, is a separate issue. Open Carry is NOT allowed on any of our property or premises.
The Texas A&M University System is committed to maintaining work and educational environments that are free from conflicts of interest, favoritism, and abuse of authority. This regulation addresses amorous, romantic, and/or sexual relationships that, although consensual, may create actual or perceived ethical, discriminatory, and/or harassing situations disruptive to the member community. Information on exemptions and consequences of violating this regulation are also included.