University of Wisconsin–Milwaukee

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Emergency Contact Information

An emergency contact database is available to all UWM employees to specify personal contact information in the case of an emergency. Participation is voluntary, and the information will remain confidential. For employees with an ePanther ID, emergency contact information can be added to the Emergency Contact Database via the following URL: For new employees or employees without easy computer access, your unit’s Personnel Representative can assist you with the entry of contact information, or you can complete the Emergency Contact Information Form and turn it into the Human Resources Office, Engelmann Hall, Room 125.

For new employees or employees without computer access, this form can be completed and returned to the individual's Personnel Representative, or to the Department of Human Resources, 125 Engelmann Hall.

Employee Assistance Program (EAP) UWM contracts with a private agency – Empathia LifeMatters to provide this confidential benefit to all permanent employees and their immediate families and household members. LifeMatter’s professional staff can provide assessment of an existing problem(s) and short-term counseling. Employees may call LifeMatters at (800) 634-6433 or visit for information and advice at any time. (Password: SOWI) 

Contacting the EAP provider costs the employee nothing and no one will know of the contact. Should an employee need referral to another specialist or facility, his or her health insurance plan may cover the cost of counseling or treatment. If insurance is not available or applicable, LifeMatters will help to locate free-of-cost or affordable community resources. 

More information can be obtained by calling LifeMatters directly at (800) 634-6433 or access on-line information at The user password for employees is SOWI. Or see the Department of Human Resources EAP website.

Equal Employment Opportunity PolicyIt is the policy of the University of Wisconsin-Milwaukee to provide employment opportunity to all individuals regardless of race, color, creed, sex, gender identity and expression, sexual orientation, age, national origin, ancestry, disability, marital status, pregnancy, political affiliation, arrest or conviction record, identity as a veteran, disabled veteran, Vietnam era veteran, membership in the National Guard, state defense force or any other reserve component of the military forces of the United States or this state, use of lawful products off the premises during nonworking hours, or any other status protected under federal, state or local laws or regulations. Discrimination or harassment based on any protected status, including sexual harassment, is illegal and will not be tolerated. Co-workers and supervisors may not retaliate against any employee, student or job applicant because he or she filed a complaint, assisted in an investigation or participated in any proceeding alleging discrimination on the foregoing basis. UWM’s policy on Discriminatory Conduct is available from the Office of Equity/Diversity Services.

The university will provide physical accessibility to work environments and reasonable accommodations to qualified individuals with disabilities. Upon request, the university will provide reasonable accommodations for religious observances and practices. The university is committed to a program of affirmative action for women, racial minorities, persons with disabilities, disabled veterans and veterans of the Vietnam era consistent with federal and state law. Equal opportunity principles will guide all employment practices including but not limited to recruiting, interviewing, hiring, transfers, promotions, training, compensation, benefits, layoffs, terminations, retention, certification and testing. While the chancellor assumes overall responsibility for the success of the program, university administrators and supervisors are responsible and accountable for implementation. Authority for monitoring the program is delegated to the Office of Equity/Diversity Services.

I-9 FormsEach employee is responsible for completing Section I of the US Citizenship and Immigration Services’ I-9 form and for submitting it to the employer at the time that he or she begins employment at UWM, Along with the completed form, the employee must submit documents that establish his or her identity, and that establish his or her eligibility for employment. The list of possible acceptable documents is lengthy, and may be amended (along with the form itself) by the USCIS at any time.

The employer must retain the I-9 records for all current employees for three years after the date of hire or one year after the date of termination, whichever is later. There is more information about the I-9 on the USCIS website.

No Smoking PolicyIt is impermissible to smoke in any building on campus, or within 30 feet of a building entrance, air intake or operable window. The policy is found in the Selected Academic and Administrative Policies S-49.

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