Prospective Employee Disclosures
- Carnegie Mellon University publishes an Annual Security and Fire Safety Report that includes statistics on reported crimes that occurred on campuses or at degree locations, in buildings owned or controlled by the university; and on public property within, immediately adjacent to, and accessible from those locations. The report also contains safety and security policies and information on crime prevention education and awareness, fire safety, emergency response, the reporting of crimes and fires, and sexual assault support services. A printed copy of the report can be requested by contacting University Police at 412 268-6232 or firstname.lastname@example.org.
- Carnegie Mellon University is an Equal Opportunity Employer / Disability / Veteran. Read the Equal Employment Opportunity is the Law poster [pdf] for more information.
- Carnegie Mellon University is subject to certain nondiscrimination and affirmative action, record keeping and reporting requirements for the administration of civil rights laws and regulations. In order to comply with these laws, CMU invites applicants and employees to voluntarily self-identify their race/ethnicity, disability and veteran status. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information obtained is kept confidential and may only be used in accordance with the provisions of applicable federal laws, executive orders, and regulations.
- Federal law requires that CMU invite each of its faculty and staff members, as well as applicants, to complete a voluntary self-identification survey, which includes a question about disability status. As you consider your response to the questionnaire, please note that the legal definition of a disability is likely broader than you may anticipate and may apply to you even though you may have never considered yourself as having a disability. Please read Important Information about Self-Identification of Disability [pdf] for more information. You may also reference the federal government's Form CC-305, Voluntary Self-Identification of Disability Questionnaire [pdf].
- The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment. Read the Employee Polygraph Protection Act poster [pdf] for details.
- Visit the Human Resources website to see all required employment-related posters and notices.