3.4 Recruitment, Interviewing and Hiring
Piedmont University supports equal employment opportunity for all applicants without regard to race, color, ethnic or national origin, religion, sex, sexual orientation, age, disability, or veteran status.
When a vacancy occurs, the hiring department will submit in the private Teams channel an updated job description and authorization form prior to requesting approval to fill the position. The position will be created in Interfolio and approvals will be entered* there by the respective dean or department manager and vice-president; Controller; Senior Vice President for Administration and Finance; President; and Assistant Vice President of Human Resources. Upon approval the position is published, and applications and materials are collected. The search committee reviews all applications and materials to ensure that all interested candidates are considered for employment.
Employment Forms, Required Documents, General Information
- Employment Forms
The Office of Human Resources coordinates University employment for faculty and staff who are new to the Piedmont University payroll system. It is the policy of the University that all individuals must sign the Confidentiality Statement prior to commencing employment. Supervisors are responsible for assuring that work is not performed prior to Office of Human Resources employment authorization. The individual is not an employee of the University until appropriate employment forms are completed.
- I-9 Process
Under the Federal Department of Homeland Security, employers must certify anyone they hire is legally entitled to work in the U.S. This law applies to EVERYONE, native born U.S. citizens as well as immigrants, foreign visitors, and naturalized citizens.
Candidates for employment must provide documentation of eligibility to work before s/he can be hired or re-hired. No one will be hired or re-hired at Piedmont University for any position, including academic appointments, without proof of identity and employment eligibility. Human Resources will provide a list of acceptable documentation to the prospective employee for inspection at the onboarding meeting. ALL DOCUMENTS PROVIDED FOR ESTABLISHING WORK ELIGIBILITY MUST BE ORIGINAL DOCUMENTS PRESENTED IN PERSON.
- Confidentiality Statement
Piedmont University collects, stores, and distributes large amounts of information essential to the performance of University business. A significant portion of our information is protected by state and federal laws. To comply with these laws and protect the University community, Piedmont University has the right and obligation to protect, manage, secure, and control information in its possession. As such, each employee will be required to sign the Piedmont University Confidentiality Statement. Any breach of confidentiality by the employee may result in disciplinary action and/or the termination of employment. Intentional or deliberate violations may be cause for criminal or civil sanction.
- Drug Free Workplace
Employees are expected to adhere to the policies set forth in the Piedmont University policies and procedures manual regarding alcohol, tobacco, and drug abuse. Violations of the alcohol, tobacco, and drug use policy is prohibited and all University, state, federal, and local sanctions may be incurred. Employment may be terminated at the discretion of the institution.