Unit Business Managers Information Exchange Human Resources Items of Interest Sam Connally Vice President for Human Resources July 26, 2010

2 HR Priorities  Faculty & Staff are the University’s #1 Asset  Faculty & Staff must be HR’s #1 Priority  Exemplify a commitment to service excellence, not just by improving our interactions, but by improving processes.  Move from a rule-based approach to a judgment-based approach to HR admin.  HR Items of

3 Shared Leave Proposal  Effective July 1, 2010  Enhancements  Permit Direct Transfers of Leave  Permit Administrators to Donate Vacation Leave  No Limit on Vacation Leave Donations  No Limit on Sick Leave Donations to Family Mbrs  Increase Award Limit from 320 to 480 Hours  Permit Personal Representatives to Request Leave  May us to augment WC or Disability Leave.  Limitations  Require 12 months of creditable service.  Exclude illnesses less than 7 days.  Permit alternative work assignments.

4 Bereavement Leave Proposal  Approved Effective July 1, 2010  Current Bereavement Leave – 3 Days  New Use of Sick Leave Limitations  If more than three days’ absence is necessary to arrange for the disposition of remains or to attend a funeral or memorial service, including reasonable travel time, employees may use accrued sick leave.  Use of Additional Vacation Leave  Supervisory approval will not be unreasonably withheld.

5 Maximum Vacation Leave Accrual  Effective July 1, increase maximum pay- period accrual from 44 days to 66 days.  Reconcile Vacation Leave once per year, on June 30.  Will provide greater flexibility in managing leave; reduce forfeitures.  Two Times Annual Accrual Rate  Max 44 days carry forward June 30 to July 1  Max 44 days on transfer to new department  Max 44 days payment on separation  Terminal Leave is Paid – Not exhausted.

6 FMLA Threshold Proposal  Current Practice  FMLA Requests are submitted for any absence more than three consecutive days.  35% of FMLA Request are for short-term absences.  Proposed Practice Change  Exclude all absences less than one full work-week in duration (except intermittent leave).  NEW: Eliminate need to apply for FMLA if employee is using vacation or sick leave. Instead, notify employee that leave counts as FMLA.  Permit married/partnered employees to take FMLA for birth/placement independent of one another.  Proposed Policy Clarification  Provide FMLA-equivalent benefits to domestic partners / qualifying adults.

7 Salary Administration Proposal  Approved July 1, 2010  Eliminated fixed percentage thresholds in promotion & reclassification salary policies.  Permit In-Range & Lateral adjustments.  Decisions Must Be:  Supported by facts & data.  Consistent with market values.  Recognize equity considerations.  Documented appropriately.  Directors approve up to mid-point or salary range differential. VPs/Deans approve above.  HR Will Monitor & Report

8 $1200 Salary Payment Guidelines  Must be Regular or Term Employee at.80 FTE or more as of July 1, 2010  Must have continuous service (in regular or term appointment at.40 FTE or more) from Jan 4 – July 1,  Performance must be deemed to be satisfactory as of July 1,  $1200 Payment prorated by FTE.  Paid on July 23 & July 30 payrolls.  President has committed to evaluate Regular Part-Time Staff in Future.

9 Payroll Process Enhancements  Payroll Start/Stop Dates on Job Data Change form (separate from Assignment Start/Stop Dates) will permit term appointments to be processed with single Job Data Change form.  New 12-mo disbursement option for incoming faculty will pay 2/12 th in Aug.  “Cash on Demand” is coming in Aug.  Will provide 60% of gross salary on pay day for employees who are not paid on time.  Cash advance deducted on next check.

10 Parental Leave Proposal Needs Further Study  Proposal to increase Faculty benefit from 3 to 6 weeks.  Proposal to maintain Staff benefit at 3 weeks, but permit advance vacation leave up to 3 weeks.  Deans Council strongly advocated maintaining same faculty & staff benefits.  Deans Council voice substantial concern about creating an “unfunded mandate.”  Referred back to HR for further study.

11 Next Priorities  Grievance Policy Proposed Revisions  Permit grievances on warning letters, performance evaluations, and suspensions.  Provide three levels of review (supervisor, manager, director/department head).  Require timely response at each level.  Disciplinary Policy Proposed Revisions  Establish commitment to progressive discipline.  Distinguish between performance and personal conduct issues.  Clarify role & effect of PIPs.  Revise Performance Management Pgm