OSU employs people in three primary employee groups. These groups are:
- Classified Service, which includes all non-academic employees who are in a bargaining unit represented by a union. Classified service includes clerical, crafts, administrative, professional, technical, service and trades professions.
- Unclassified Service, which includes the teaching, research, and professional faculty.
- Student Employment, which includes hourly student employees and graduate assistants.
The classified collective bargaining unit at OSU is represented by the SEIU/Oregon Public Employees Union (SEIU). You are encouraged to become familiar with the collective bargaining agreement that applies to you and your position. Hard copies of the agreement are available from your union representative (steward).
Although membership in the union is optional, the collective bargaining agreement requirse the University to collect monthly dues or fair share contributions from the paychecks of classified employees. The collective bargaining unit determines this amount.
University employees are prohibited from discriminating based on race, color, national origin, sex, sexual orientation, marital status, religion, age, disability, or veterans status. Oregon State University is committed to the principles of equal employment opportunity and affirmative action. Equal opportunity involves protecting the rights of individuals to equal consideration for employment and equal treatment in the University's programs and activities. Any person who believes that he or she has been discriminated against at the University may file a complaint with the Office of Equity and Inclusion, 526 Kerr Administration Building (541-737-3556).
Affirmative action is a means of ensuring equal employment opportunity by tracking OSU's employment rate for members of groups that have traditionally experienced discrimination. As an affirmative action employer, OSU identifies where under-utilization exists in the work force, and establishes hiring goals for people of color, women, and people with disabilities in areas where they are underrepresented. Good faith efforts to meet those hiring goals include scrutinizing our hiring practices to identify and remove barriers to employment, forming diverse search committees, and actively seeking candidates from underrepresented groups for University applicant pools.
Oregon State University policy prohibits behavior based on another's protected status that is sufficiently severe or pervasive that it has the effect, intended or unintended, of unreasonably interfering with an individual's work or academic performance because it has created an intimidating, hostile, or offensive environment and would have such an effect on a reasonable person of that individual’s status.
This policy is not intended to and will not be applied in a way that would violate rights to academic freedom and freedom of expression.
Sexual harassment is one form of sex discrimination. It is defined as unwelcome* sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education;
- Submission to or rejection of such conduct by an individual is used as the basis for employment or education-related decisions affecting such individual; or
- Such conduct is sufficiently severe or pervasive that it has the effect, intended or unintended, of unreasonably interfering with an individual's work or academic performance because it has created an intimidating, hostile, or offensive environment and would have such an effect on a reasonable person of that individual’s status.
*Employee conduct directed towards a student--whether unwelcome or welcome--can constitute sexual harassment under OAR 580-015-0010(2).
The Office of Equity and Inclusion handles both formal and informal complaints of sexual harassment or discriminatory harassment. Contact the Office at 541-737-3556 should you need assistance or want to file a complaint.
OSU complies with the Americans with Disabilities Act and takes an affirmative action approach to actively employ and advance qualified persons with disabilities. In addition, disabled staff members applying for reasonable accommodation need to do so through their departments to the Office of Affirmative Action and Equal Opportunity. The Office of Equity and Inclusion, working with Services for Students with Disabilities (541-737-4098) and the Office of Human Resources, will review the request and assist in making necessary arrangements. Visit here to review the "University Policy and Guidelines for Nondiscrimination on the Basis of Disability."
OSU recognizes that diversity in our workforce and in our student population enhances the creativity, innovation, and productivity of our learning institution. In support of these objectives, the Office of Equity and Inclusion provides consulting and resource services to all academic and support units, student organizations, and University administration, as well as to communities represented in the student body, on issues and concerns related to cultural diversity. The Office of Equity and Inclusion (541-737-3556) has resources and expertise to assist with cultural diversity questions, and may be able to suggest others in the OSU community who can also assist in these areas.
OSU employs only U.S. citizens and non-citizens authorized to work in the U.S. The University will not hire individuals who cannot prove their identity and eligibility for employment. As a new employee, you will be asked to provide documents to determine employment eligibility, including a valid Social Security Number. If these are not provided by a certain date, your employment will be terminated. If you have questions, contact the Office of Human Resources at 541-737-8300.
Your supervisor will provide you with a written position description outlining the duties, responsibilities, and working conditions of your position. Each OSU position has a position number and a classification number (often called "class code"). Remembering these numbers or knowing where to reference them may be helpful in the future.
The position description is also the basis for the proper classification allocation and corresponding salary range of the position. To fulfill its purpose, the description must be complete, accurate, and up-to-date. If you believe your position description needs to be reviewed, please let your supervisor know.