It is the policy of the University that consensual relationships between faculty or staff members in positions of authority and their subordinates or their students are not permitted.

It is the policy of the University to return employees to meaningful, productive temporary employment following injury or illness until they are released to full duty by their health care provider.  The return to work program provides opportunities for any employee who sustains a compensable injury during the course and scope of employment, or has a serious health condition as defined by the Family and Medical Leave Act (FMLA) to safely return to work.  If the employee is not capable of returning to full duty, the return to work program provides opportunities for the employee to p

The University  is concerned about the increasing incidence of HIV/AIDS throughout the United States and elsewhere. It is important that the University community understand and be prepared to respond to this medical condition. Every effort needs to be made to protect the rights and ensure the well-being of those individuals infected with HIV / AIDS, and to educate and safeguard the community as a whole. This policy has been developed to provide a legal, fair and equitable method of responding to the occurrence of HIV/AIDS in the University community.

It is the policy of the University to provide faculty and staff training and development opportunities within the availability of funds and as authorized under the State Employees Training Act of 1969. Such development shall be aimed at the needs of the individual employee and the University. Education and training will be offered to improve personal and professional skills and to prepare for assuming jobs of greater responsibility.

Personnel decisions at the University of North Texas are made based on the qualifications and experience of the individual and, except as set out in this policy, being related to an employee of the University is not a consideration in these decisions.

The University is committed to providing equal opportunities to qualified individuals with disabilities in all terms and conditions of employment. The University will provide reasonable accommodations to qualified individuals with disabilities who are employees or applicants for employment, unless doing so would cause an undue hardship.

The University of North Texas (University) employs immigrants and non-immigrants in accordance with the provision of the United States Immigration and Nationality Act, as amended, the Mutual Educational and Cultural Exchange Act of 1961 and other federal laws and regulations. An individual who is not a citizen of the United States is protected from discrimination in hiring and employment under the provisions of federal law and the Texas Labor Code. Non-immigrants are eligible for the same employee benefits as immigrants in accordance with Federal and State law.

The University of North Texas is committed to ensuring that employees complete all new hire requirements as a condition of employment and in compliance with required federal and state laws, Regents Rules, System Regulations, and other institutional policies.

The primary responsibility of University of North Texas faculty and staff employees is to accomplish the duties and responsibilities of their positions. The university recognizes that faculty and staff members may wish to engage in work or service outside their employment responsibilities with UNT for various reasons.  These outside activities, whether paid or unpaid, must not interfere or conflict with the individual's position with the university.

The University of North Texas is committed to protecting the welfare of its students, employees, institutional resources, and the public. To achieve this objective, the University will conduct background checks as detailed by this policy.