UWEC 270.A: Employee Resource Group Guidelines

Intent

Scope

Definitions

Procedures

• Establishing an Employee Resource Group
• Co-Facilitator Responsibilities
• Activities of an Employee Resource Group
• Operating Principles
• Limitation of Liability Disclaimer

Establishing an Employee Resource Group

Co-Facilitator Responsibilities

• Maintaining the ERG in a way that supports the values and mission of UW–Eau Claire;
• Organizing regular meetings and events focused on the group’s key interest, as well as enhancing feelings of connectedness and providing opportunities for employees to seek and offer support to one another; and
• Encouraging participation of UW-Eau Claire employees without discrimination.

Activities of an Employee Resource Group

• Community events or networking opportunities
• Activities which promote professional, social and/or intellectual enrichment for the membership (i.e. book reads, speakers, etc.)
• Educational and civic activities deemed to be advantageous to the membership of the ERG
• Welcoming new employees to the University community
• Promotion of a climate of inclusiveness and mutual respect
• Providing unique cultural or group perspective to Leadership for consideration in the continuous development of an inclusive climate throughout the University

Operating Principles

• Members of UW-Eau Claire ERGs must be current employees of UW-Eau Claire. Both temporary employees and ongoing employees are eligible to participate. Student employees and graduate assistants are not eligible to participate.
• ERGs must be formed to assist the values and mission of UW-Eau Claire.
• Membership in an ERG is entirely voluntary.
• Programs, activities, or meetings of the ERGs will generally be self-supporting.
• ERG activities which are purely social in nature may not be held on work time. If social activities are held during the workday, they must be conducted on the employees’ personal time (i.e. during their lunch break). For professional activities which directly benefit the University (connected to recruitment, retention, and/or professional development), employees may participate on work time with supervisor approval. If an ERG would like representation at a University-sponsored event during the work day (i.e. Wellbeing Fair, New Employee Orientation, etc.), those representatives can also participate on work time with supervisor approval.
• Consistent with the UW-Eau Claire commitment to equity, diversity and inclusion, ERGs are encouraged to collaborate in order to facilitate understanding between groups and to maximize resources for the benefit of all groups.
• All ERGs must be inclusive, and may not limit participation based on race, color, religion, sex, sexual orientation, gender and/or gender identity or expression, marital or parental status, genetic information, national origin, ethnicity, citizenship status, veteran or military status (including disabled veteran, recently separated veteran, other protected veteran, or Armed Forces service medal veteran status), age, or disability.
• It is understood that ERGs may focus specifically on any of the above categories, and goals do not have to be inclusive of all topics listed above.
• Use of the name or insignia of UW-Eau Claire is strictly prohibited unless approved by Integrated Marketing & Communications. Any questions concerning the use of the UW-Eau Claire name or insignia should be directed to the Director of Integrated Marketing & Communications.
• ERGs do not provide a platform for general discussion or influence regarding personnel issues, including salary, hours, or any other individual condition of employment. The oversight of policies and procedures in these areas remains with UW System, UW-Eau Claire Leadership, and UW-Eau Claire Governance Groups. Any feedback regarding those topics for individual members can be discussed by the individual with their supervisor, Human Resources or with the employee’s respective governance group.

Limitation of Liability Disclaimer

Resources

Procedure Administration

Revision History