Required Employee Notices and Important Reminders

Required Employee Notices

Employees need to be aware of federal and state laws, and Texas A&M System regulations that affect them in the workplace. HROE has compiled summaries and links to information that require annual posting and provided it below for employees to review. If you have questions about the information listed here, please talk with your supervisor or the indicated responsible office or agency.

  • Equal Employment Opportunity:
    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. Equal Employment Opportunity notices are available here in English and Spanish.
  • Standards of Conduct Notice for State Employees:
    These Standards of Conduct are prescribed by the Texas State Legislature.
  • HIV/AIDS Notice:
    HIV/AIDS and the Workplace
    This information is offered by The Texas Department of Health (TDH). The Human Immunodeficiency Virus Service Act, Chapter 85, Texas Health and Safety Code, specifies that workplace guidelines be established to ensure that the rights and privileges of individuals infected with the Human Immunodeficiency Virus (HIV) are protected (System Regulation 34.04.03: HIV/AIDS in the Workplace and Learning Environment). Visit the DSHS website for additional information.
  • Drug Abuse and Alcohol Prevention Program (DAAPP) Notice:
    Texas A&M University has an alcohol and drug program to address substance abuse prevention and treatment and comply with Federal Regulations.
  • Compensatory Time Notice:
    All state agencies are required to notify their employees of the state's policy on compensatory time. Read this summary about federal and state compensatory time and how you may use it.
  • Notice of Privacy Practices for Medical Information:
    A federal regulation, the Health Insurance Portability and Accountability Act of 1996, known as the HIPAA Privacy Rule requires that we 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. Please review it carefully.
  • Safety and Security Notices:
    Campus Security Policies and Crime Statistics (CLERY Act) and Annual Fire Safety Report on Student Housing

Important Reminders to Employees

Some information merits a reminder on a regular basis even though not required by laws, regulations or rules to be disseminated annually to all employees. If you have questions about the information listed here, please talk with your supervisor or the indicated responsible office or agency.

  • Report Crimes, Harassment, or Abuse

  • Reporting Arrests, Charges or Convictions:
    Per University Rule 33.99.14.M1 existing employees must inform their supervisor or appropriate university office within 24 hours of any criminal arrests, criminal charges, or criminal convictions, excluding misdemeanor traffic offenses punishable only by fine. If circumstances prevent this, employees should notify their supervisor as soon as the situation allows it, and provide explanation for the delay. Employees should refer to University Rule 33.99.14.M1 to determine the appropriate university office to notify.

  • Sexual Harassment Survivors' Resources, Rights and Options:
    • Texas A&M Resources, Rights, and Options for Complainants (Brazos County): Texas A&M University is committed to providing an environment of academic study and employment 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, including but not limited to Title IX of the Education Amendment of 1972, and is prohibited by Texas A&M University. The university will promptly address all complaints of discrimination, sexual harassment, and related retaliation in accordance with applicable federal and state laws.