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51�鱨վ Research Foundation is committed to a policy of equal employment opportunity and to a program of affirmative action. We pledge our full support to equal employment opportunity for all persons, regardless of race, color, religion, sex, national origin, physical and/or mental disability, genetic information, age, gender identity, sexual orientation, or protected veteran status.

Recognizing that equal employment opportunity can best be achieved through demonstrated leadership and aggressive implementation of a viable Affirmative Action Plan, our Program features such a Plan which sets forth specific equal employment opportunity and affirmative action responsibilities for management and for all employees. We also expect that all employees will demonstrate sensitivity to and respect for all other employees and demonstrate commitment to our equal employment opportunity and affirmative action objectives.

Additionally, our organization’s letter of commitment is displayed in prominent places throughout the company, (bulletin boards, web page, intranet, etc.) which are readily accessible to all employees and to job applicants.

The 51�鱨վ Research Foundation reaffirms its dedication to the principles of Equal Employment Opportunity and will make consistent good faith efforts to attain the goals and to comply with the standards established pursuant to under Executive Orders 11246 and 11141 as well as Section 503 of the Rehabilitation Act of 1973 as amended, and Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended. We advise our employment sources, subcontractors, suppliers and vendors of their obligation to take affirmative action to provide equal employment opportunity without regard to race, religion, sex, national origin, age, genetic information, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local laws.

The Human Resources department of the 51�鱨վ Research Foundation serves as a central resource on disability-related information, procedures and services for the community and provides expertise in the development, implementation, and acquisition of standard disability-related practices, procedures and resources. To inquire about accessibility or request accommodations, please contact the Research Foundation Human Resources Department /EEO Coordinator by email at rfhr@odu.edu or by phone at 757-683-4293

As part of our commitment to equal opportunity we strive to promote an accessible workplace for all employees, not only physically, but digitally, through accessible workplace technologies, including an accessible online application system.

Provide applicants and employees with disabilities with reasonable accommodation, except where such an accommodation would create an undue hardship on the 51�鱨վ Research Foundation or present a direct threat to the health or safety of that individual or others. Reasonable accommodation may include, but is not limited to: making existing facilities used by employees readily accessible to and usable by persons with disabilities; job restructuring, modifying work schedules, reassignment to a vacant position, acquiring equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. Undue hardship means an accommodation would require significant difficulty or expense.

The Human Resources department offers a wide variety of accommodations and supports to employees based on their individual needs so they will have equal access to the 51�鱨վ Research Foundation environment. Human Resources also works collaboratively with partners across departments to ensure that all aspects of the work environment are inclusive in nature.

Qualified individuals with a disability by ADAAA definition, with an impairment that substantially limits one or more major life activities, a record of such impairment, or being regarded as having such an impairment, may make requests for reasonable accommodation to the 51�鱨վ Research Foundation’s Human Resources Department. Upon receipt of an accommodation request, the human resource representative will meet with the requesting individual to discuss and identify the precise limitations resulting from the disability and the potential accommodation the 51�鱨վ Research Foundation might make to help overcome those limitations. The 51�鱨վ Research Foundation Human Resources Department, in conjunction with appropriate management representatives identified as having a need to know (e.g., the individual’s supervisor/department head), will determine the feasibility of the requested accommodation, considering various factors, including, but not limited to, the nature and cost of the accommodation, the availability of tax credits and deductions, outside funding, the facility’s overall financial resources and organization, and the accommodation’s impact on the operation of the facility, including its impact on the ability of other employees to perform their duties and on the facility’s ability to conduct business.

The 51�鱨վ Research Foundation is committed to the principle that no qualified individual with a disability shall, on the basis of disability, be excluded from participation in or be denied the benefit of services, programs or activities at the Research Foundation. The Accessibility and Disability Service through the Human Resources EEO Coordinator provides reasonable accommodations to qualified individuals to ensure equal access to services, programs and activities sponsored by the Research Foundation.

Through the variety of services offered, we work to ensure that your accommodation, and accessibility needs are met. The Human Resources Office is staffed by dedicated professionals who are available to assist, consult, support, and advocate on behalf of individuals requesting disability services.

51�鱨վ Research Foundation is committed to providing accessible technology and other disability resources. Computers, learning platforms, web pages, multimedia content and applications should be accessible to everyone including individuals with disabilities. The 51�鱨վ Research Foundation works to comply with accessibility standards, to enable all users to fully participate. By establishing an accessibility and compliance program and keeping up to date with current trends in technology, learning platforms and web development, 51�鱨վ Research Foundation is addressing the needs of all applicants and employees ensuring access.

Employees with disabilities add to the diversity of the workplace community. In order to create an inclusive organization, it is important to be aware of architectural, attitudinal, communication, and program barriers that may exist, and to remove or lessen those barriers to insure individuals with disabilities meaningful access to the programs, services, and benefits offered at 51�鱨վ Research Foundation. The biggest barriers people with disabilities often face, and the hardest barriers to remove, are the attitudes and assumptions of others.

51�鱨վ Research Foundation is committed to making our website as accessible as possible to people with special needs, including those with visual, hearing, cognitive and motor impairments. We’re constantly working towards improving the accessibility of our website to ensure we provide equal access to all of our users. We always make sure that our website follows accessibility best practices by following the principles of universal design. This ensures the site is flexible and adaptable to different users’ needs or preferences and is accessible through a variety of different technologies, including mobile devices or assistive technologies. All requests for interpreters or assistive technology services must be made to the Human Resources department.

The Disability Parking Spaces located in the garages/lots listed below require either meter payment OR display of a valid 51�鱨վ permit, along with the state-issued Disability Parking Placard or License. Locate the space number near the ADA symbol on the pavement and pay the meter for the amount of time the vehicle will occupy the space. These metered spaces are located in:

Any member of the campus community needing temporary parking arrangements due to mobility-related issues can come by the Transportation & Parking Services office to pick up a Temporary Disability Permit to park in designated disability parking spaces. Please note, an official letter or form from your doctor explaining the mobility limitation is required to obtain a Temporary Disability Permit. The official letter may be provided to Human Resources.

CASUAL STUDENT
A casual student is an undergraduate or graduate student of the University who is assigned to work on sponsored research or projects. Employment is part-time during the academic term, generally not to exceed 20 hours per week. Employment may be full-time during semester breaks and summer periods. The PI makes casual student appointments. Casual student employees receive legally required benefits, where applicable. Casual students may be exempt from FICA based on academic enrollment. Casual status employees are employed “at will.”

GRADUATE RESEARCH ASSISSTANT(GRA)
A graduate research assistant is a full-time graduate student of the University appointed through the University process and academic department and assigned to work on sponsored research or projects. GRAs receive legally required benefits; where applicable (see “Benefits Guide,” pg. 9). GRAs may be exempt from FICA based on academic enrollment. See the student financial aid and graduate assistantship guidelines in the University catalog. GRA status employees are employed “at will.”

FACULTY
A faculty member is an individual appointed by the University to engage in teaching, research, services, and other activities. Faculty can engage in sponsored programs during the academic year and summer, and on an overload basis under limited circumstances. Faculty generally perform services for the Research Foundation as the project director, PI, or co-PI of a sponsored project. Faculty receive legally required benefits, where applicable. Faculty status employees are employed “at will.”

SELF-SUPPORTING RESEARCH PROFESSIONALS (SSRP)
SSRPs are individuals appointed by the University and employed by the Research Foundation generally as full-time employees. An SSRP may also have a faculty appointment at the University if so designated through the University process. SSRPs are eligible to participate in a modified benefits program, funding permitted. The term “SSRP” does not imply continued employment by the Research Foundation. SSRP status employees are employed “at will,” See Faculty Handbook for Policy on Self-Supporting Research Professional Positions.

POSTDOCTORAL ASSOCIATES
Postdoctoral associates are employees appointed by the University who have obtained their doctoral degree and are selected for training appointments anticipated to last one to two (1-2) years. Postdoctoral associates are eligible for a modified benefits program including health, vision, and dental insurance; leave benefits, and life and disability insurance. Postdoctoral associate status employees are employed “at will.”

NOTE: An “employing unit” is a PI (Principal Investigator), group of PIs who have agreed to share 9 employees, an enterprise, or entity for which the Research Foundation has agreed to act as employer of record for employees funded through their respective grants, contracts or other research award funding.

1. If you would like to update your withholding, please complete the appropriate tax form(s) and email to��RFhr@odu.edu

2. If you would like to update your address, please complete the address change form and email to��RFhr@odu.edu

3. If you are a current employee, you can access your W2 information through EWS. If you have not previously logged into EWS you will need to set up an account:��

4. If you are a past employee or contractor, you can request your tax documents by completing the Tax Form Request and emailing it to��RFpayroll@odu.edu

Employees returning to the Research Foundation may request consideration for re-instatement of the original employment date when the break in service does not exceed six months. The Human Resources Department and Executive Director are authorized to review requests and determine eligibility, at the sole discretion of the Research Foundation.

The Research Foundation Human Resources Department will provide employment verification on current and former employees. Verification information regarding position or job classification title(s), and dates of employment is made available on request. Requests for any other personnel information regarding salary, performance, and other employment factors will generally not be released without written authorization and waiver from the subject current or former employee. The Research Foundation is legally required to respond to law enforcement agencies, courts, and social service agencies with or without a signed authorization from the subject employee. The identity of the organization requesting information, and their legal right to receive the information, will be verified before the information is released.

An employee is responsible for providing advance notice and written notification of his/her intent to resign to his/her hiring supervisor as soon as the decision has been made to separate from Research Foundation employment. The written notification should provide an explanation for the resignation and identify the last day of work and state the effective date of separation. Reasonable advance notice of resignation is at least two weeks, and 30 days for management positions.