Employee Resources

The university allows eligible employees to cover one “qualifying adult” on their health, dental and vision insurance plans.

Qualifying Adult – A Qualified Adult is an individual in a domestic partnership with an Employee or Former Employee. For this purpose, an individual will be considered to be in a “domestic partnership” with an Employee or Former Employee if the following conditions are satisfied: Such individual is the Employee’s/Former Employee’s sole domestic partner and intend to remain so indefinitely; Such individual and the Employee/Former Employee maintain a common residence and intend to continue to maintain such common residence, or do not currently maintain a common residence due to an international employment assignment or other employment-related, financial, or similar obstacle; Such individual is at least 18 years of age and mentally competent to consent to a contract; Such individual and the Employee/Former Employee share responsibility for a significant measure of each other’s financial obligations; Such individual and the Employee/Former Employee are not married or joined in a civil union to anyone else; Such individual and the Employee/Former Employee are not a domestic partner of anyone else; Such individual and the Employee/Former Employee are not related in a way that would prohibit legal marriage in the U.S. jurisdiction in which the partnership was formed; Such individual and the Employee/Former Employee provide documentation demonstrating fulfillment of these requirements, and certify that they understand that willful falsification of the documentation required to establish that an individual is in a domestic partnership may lead to disciplinary action and the recovery of the cost of benefits received related to such falsification. Notwithstanding the foregoing, an individual shall not be treated as a Qualified Adult for purposes of a Component Program unless any and all documentation of the relationship required by the Administrator or Insurer is filed with the Administrator by the Employee or Former Employee, as applicable,

For more, visit Human Resources at definitions.

The university's definition of "immediate family" includes qualified adults and allows employees to apply the definition to their use of sick, bereavement, parental and family and medical leave.

For more, visit Human Resources at definitions.

The University of Louisville is an Affirmative Action/Equal Employment Opportunity employer, and it's employment nondiscrimination policy includes sexual orientation and gender identity and gender expression.

To read the nondiscrimination policy in its entirety, visit the Human Resources Department website

Title IX prohibits schools, colleges and universities that receive federal funds from discriminating based on sex—whether in the form of different treatment, or hostile educational environment created by sexual harassment or assault. The Title IX Coordinator oversees all aspects of UofL’s compliance with Title IX, including policies and procedures related to sexual misconduct and other forms of sex discrimination, coordinating the training of students, faculty and staff, and ensuring that assault survivors have access to appropriate resources and support.

The ADA and its companion statute, Section 504 of the Rehabilitation Act of 1973, prohibit public schools, colleges and universities from engaging in discrimination based on disability. The ADA Coordinator oversees all aspects of UofL’s ADA compliance, including but not limited to the provision of disability-related accommodations for students and employees, and accessibility of UofL’s campuses, programs, activities and communications.

To learn more about Title IX and ADA resources on our campus, and to contact our Title IX coordinators, visit Title IX.

The Human Resources Department and LGBT Center recently announced a new enhancement to the university’s ULink intranet that allows employees to change their gender marker through a self-service portal. The update removes outdated gatekeeping tactics that in the past required employees to bring in documents to verify their gender, and instead gives control of this data to employees themselves.

“This is a benefit that is so much more closely aligned with our vision for true inclusion,” said LGBT Center Executive Director Brian Buford. “It was important to remove barriers and give employees the control to manage their personal data themselves.”

Buford said the next phase of the project will involve expanding the options in the system that reflect a broader understanding of gender. Because the university is required to report gender data to federal agencies, that effort to expand the options will require a broader dialogue with campus partners and the adjustment of other systems. 

How to access this option:

1. Log in to your ULINK account
2. Select the "Faculty and Staff" tab
3. Under the heading "Personal Information" select "Personal Information Summary" 
4. Scroll to the bottom of the page to find "Employee Information"
5. Next to "Gender," select the magnifying glass icon 
6. Select gender marker option 
7. Make sure to select "Save" to save all changes