1. Personnel Action Forms
PR23, Personnel Action Authorization
PR40, Personnel Action
PR4, Separation/Transfer Notice

2. PR-23 Personnel Action Authorization
Purpose
Hire an employee in a temporary position
Sporadic wage
Less than 19 hours/week wage
120 day wage

3. PR23 – Hire in a Temporary Position
Section I
Indicate department, job working title, new position, or vacated position, last/current incumbent, FOAP,
anticipated effective date of hire
Section II
Check appropriate box if advertising required
Section III
Provide sufficient information in order to
assign a classification.
Sections IV – VI:
Approval signatures required

4. PR-40 Personnel Action Form
Purpose
Hire an Employee
Part-time A/P Faculty
Part-time Teaching Faculty (Adjunct)
Resident Director
T/R Faculty
Student Wage
Temporary (sporadic), <120 days, <19 hrs. week

5. PR-40 Personnel Action Form
Report a Status Change
Budget change
Competitive salary offer
Continuation of grant funds
Department (home org) change
Educational leave
Leave with pay
Leave without pay
One time pay (students or all others)
Pay change
Reassignment
Recognition bonus pay

6. PR-40 Personnel Action Form
Report a Status Change (continued)
Return from leave
Temporary pay
Transfer, competitive
Transfer, non-competitive
Supervisor change
Wage continuation

7. PR40 - Personnel Action Forms
Top of form
Indicate department (home org)
Indicate position number
Indicate State job title, not functional (working) title
Indicate effective date of action
Indicate ending date if date is known or required
Employment
Indicate type of employee
Indicate type of status change
Section 1
Indicate social security number only if first time being hired, otherwise list Banner ID number
Indicate home address, work location, work phone, supervisor and supervisor position number

8. PR40 - Personnel Action Forms
Section II Indicate requested salary or wage rate Indicate bonus pay Indicate current/previous salary (if applicable) Indicate percent increase/decrease requested (if applicable) Indicate total percentage of in-band adjustment and increases for role change for current FY (if applicable) Indicate FOAP Code Indicate comments/explanation, special pay instructions

9. PR40 - Personnel Action Forms
Sections III & IV
Approval signatures required

10. PR40 - Personnel Action Forms Common Errors
Section I – Personal Information
ID/Social Security numbers and spelling
Employee’s full, legal name – no nicknames
Mailing address
Campus work location & box number
Work phone
Supervisor name and position number

11. PR40 - Personnel Action Forms Common Errors
Section II – Funding/Payment
budget FOAP(s), dollar amounts, calculation of percentages
Section III – Sponsored Programs Approval
required if partial or full grant funds
Section IV – Signature Approval
incorrect or missing signatures
NOTE: returning forms for signatures may delay action!

12. PR-23 and PR-40 Actions Completed Through PeopleAdmin
Establish a Position
Recruit
Review for Possible Role Change
Review for Change in Duties
Review for In-Band Adjustment
Review for Internal Alignment
Demotion
Promotion
Hire in a Temporary Position

13. PR4 - Separation Notice Purpose Documents separation from RU
Provides a checklist for essential actions
responsibilities of department
responsibilities of employee
Submit to HR upon confirmation of employee resignation/separation
Do not delay for final leave reporting

14. PR4 - Separation Notice
Indicate Banner ID number, full name of employee, position number (all positions now have numbers), title, department name, home org code
Indicate effective Date/Time – critical for payroll
Indicate FOAP
Indicate mailing address (new mailing address if employee is leaving the area) needed for W-2s and forwarding mail
Indicate work schedule if other than M-F/8-5

15. PR4 - Separation Notice
Indicate FOAP for post-separation benefits (grant), unemployment insurance (grant), leave pay-out (grant)
Indicate type of separation
Indicate any comments
Read department/supervisor responsibilities
Indicate if final leave report has been submitted (Supervisor’s responsibility to ensure final leave accounting is completed

16. PR4 - Separation Notice
For Teaching Faculty: check box for contract payout Check box – department recommends or does not recommend employee for re-employment Approval signatures required Department/Dean/Director/VP only signature required if not grant funded If grant funded, must have Sponsored Programs and Budget approval

17. PR-4, Separation Notice, Part B
Department Checklist to be completed by supervisor no later than the employee’s effective date of separation. Employee and Supervisor are to sign. Form is to be filed in the employee’s departmental file.

18. Future Electronic Actions - PeopleAdmin
Recruitment for
Teaching/Research Faculty Positions

19. Electronic Actions - Banner
EPAFs (Electronic Personnel Action Form)
created in Banner for PR-40 actions
Budget (FOAP) changes
Hire Adjunct faculty
Home org (department) changes
Leaves (LWOP, educational, etc.)
Pay changes
Return from leave
Supervisor changes
Wage and grant continuations
Target goal of implementation of EPAFs – May-June 2012

20. Future Electronic Actions – Banner
Combination EPAFs
Hire Student wage
Hire Wage
Hire part-time A/P Faculty
PR-4 Actions (Separations)

21. Personnel Actions
Questions
Suggestions
Comments

22. Employment Eligibility Verification
Form I-9 and E-Verify
Employment Eligibility Verification

23. I-9 Requirements
Completed/retained for every employee hired after 11/06/86
Penalties for employers who fail to comply
Employer may be fined from $100 - $3,500 for each I-9 that:
lists invalid information,
is not fully completed or is incorrectly completed,
is completed after employee has been working
Must use revised form (Rev. 08/07/09) and updated list of acceptable documents
I-9 form must have List of Acceptable Documents attached to it or copied on the back of the form

24. E-Verify Requirements
Beginning June 1, 2011, Radford University began using E-Verify for all new hires. E-Verify is an intern-based system operated by the U. S. Department of Homeland Security (USCIS) in partnership with the Social Security Administration (SSA) that allows participating employers to electronically verify employment eligibility.
Information from the I-9 form is keyed into the E-Verify data base.
In addition to fines for late I-9 submission, employers can also be fined for incorrect or late processing in the E-Verify system.

25. I-9 Process - Hiring
Department completes PR-40 or Hiring Proposal in PeopleAdmin (depending on type of position) when decision to hire an individual is made
Department obtains all signatures before sending to Human Resources (HR)
When HR receives PR-40, hiring department is notified that a formal offer may be extended to the candidate

26. I-9 Process - Hiring
Department sends prospective employee an offer letter and a blank I-9
Employee is instructed to complete Section 1 of the I-9 and return on or before their first day of employment
Failure to do so before the first day of employment will result in adjustment of hire date

27. I-9 Process - Hiring
New employee also instructed Section 2 of the I-9 must be completed within 3 days of hire date or else they will be terminated
Employee must provide original document(s) that establish identity and employment eligibility
New employee will not be approved to start work until HR receives I-9 with at least Section 1 completed
Department may not start anyone until approval to begin work is given by HR

28. I-9 Process – Hiring by Spreadsheet (Adjunct Faculty)
Adjunct faculty hired on three (3) year appointments
I-9 valid for entire three (3) year period (considered continuous employment even if they do not work every semester)
New I-9 required if a break of more than six (6) month occurs between the three (3) year appointment periods

29. I-9 Process – Hiring by Spreadsheet (Adjunct Faculty)
Office of Provost will send out blank I-9s including instructions and documentation list to all Adjuncts new to RU
Employee must complete Section 1 and return on or before their first day of employment
Employee also instructed Section 2 of the I-9 must be completed within 3 days of hire date or else they will be terminated
Employee must provide original document(s) that establish identity and employment eligibility

30. I-9 Process – Hiring by Spreadsheet (Adjunct Faculty)
Date of hire will be first day of appointment period if Section 1 of the I-9 is completed and received in HR on or before that date, if not, the date will be adjusted based on when the I-9 is received

31. I-9 Process – Best Practices
The best scenario for all employees is to fully complete (Sections 1 and 2) of the I-9 with all signatures and return to HR on or before the employee’s first day of work
Please remember that until the completed I-9 is received in HR, the PR-40 will not be processed and the employee will not be placed on the university’s payroll

32. I-9 Process – Best Practices
If an employee’s first day (10th or 25th of the month) actually falls on a weekend, Section 1 of the I-9 must be completed the following Monday (actual first work day)
In Section 2 where date employment began is entered, put 10th or 25th but make a note on the form actual first day worked was that Monday; signature sections will be dated the actual date the form was completed

33. Completion of the I-9 Form Section 1
Hiring department responsible for ensuring Section 1 is properly completed, signed and dated on or before employee’s start date.
The employee must complete all blanks in Section 1 and attest to a status
Citizen of United States
Noncitizen National of the U.S.
Lawful permanent resident
Alien authorized to work

34. Completion of the I-9 Form Section 1
Employee must sign and date Section 1
If employee needs assistance in completing Section 1, you may help but you will need to fill out the Preparer/Translator Certification
If anything is left blank in Section 1 or it is not signed and dated, the form will be returned to the department

35. Completion of the I-9 Form Section 2 – Non US Citizen
If the employee indicates in Section 1 that they are not a US Citizen, they must be immediately referred to RU’s Tax Compliance Manager to complete Section 2 of the I-9
The Tax Compliance Manager will look at the employee’s original document(s) and if they are in order, will complete Section 2 and fax a copy to HR

36. Completion of the I-9 Form Section 2 – Non US Citizen
Once HR receives faxed I-9 from the Tax Compliance Manager, approval will be given to the department that the employee may begin work and the PR-40 will be processed adding the employee to the university’s payroll

37. Completion of the I-9 Form Section 2 – US Citizen
The hiring department may complete Section 2 if the employee is a US Citizen
Section 2 must be completed and delivered to HR by the close of business on the employee’s third day of work
Employees hired for less than 3 days must have their I-9 completed (Sections 1 and 2) by the end of their first day of employment
If the hiring department completes Section 2, copies of the acceptable documents presented by the employee must be attached to the I-9 (required because of participation in E-Verify).

38. Completion of the I-9 Form Section 2 – US Citizen
The hiring department also has the option to send the employee to HR for completion of Section 2
Please remember that until the completed I-9 is received in HR, the PR-40 will not be processed and the employee will not be added to the university payroll
The employee must present the required documentation that establishes identity and employment eligibility at the time Section 2 of the I-9 is completed
A List of Acceptable Documents is printed on the back of the I-9 form

39. Completion of the I-9 Form Section 2 – US Citizen
The employee may choose which document(s) s/he wishes to present from this list
The employer must accept any document or combination of documents which reasonably appear to be genuine and relate to the person presenting them
You cannot specify which documents you will accept
If employee presents documentation from List A, do not ask for additional documentation
If employee presents documentation under Lists B and C, ensure there is only one document examined from each list

40. Completion of the I-9 Form Section 2 – US Citizen
If employee presents documentation from List A, do not ask for additional documentation
If employee presents documentation under Lists B and C, ensure there is only one document examined from each list
All documents presented must be unexpired
In order for you to complete Section 2, you must examine the original documents
Do not accept copies or faxes of these documents

41. Completion of the I-9 Form Section 2 – US Citizen
When you sign in Section 2 you are “attesting, under penalty of perjury, that the above-listed document(s) appear to be genuine and to relate to the employee named”
Only the person who actually saw the original document(s) may sign Section 2
Make copies of the documents and attach to the I-9

42. Terminating for Failure to Complete Form I-9
If an employee fails to complete Section 2 of the I-9 or provide proof of having applied for the documentation by the close of business on his/her 3rd day, they will be terminated
Department will be notified by HR that the employee will be unable to return for 4th day of work
Department will be required to complete a new PR-40 for a one-time pay indicating the number of hours worked or the total amount to pay the employee for the three days they worked (original PR-40 will be voided)
HR will notify the hiring department and the employee of the employee’s termination verbally and in writing with a copy also being sent to the appropriate VP

43. Alternate Documentation
An employee unable to produce an employment eligibility document may present a receipt for application of a replacement document.
The receipt authorizes employment for 90 days
Receipt must be presented before the close of business on their 3rd day of employment

44. Alternate Documentation
If a new employee produces evidence that they have applied for a replacement document, send them immediately to HR along with the I-9 and the receipt (HR will handle these situations)
If the employee provides the replacement document within 90 days to HR, they will be allowed to continue working
If the employee does not provide the replacement document within 90 days to HR, they will be terminated

45. Facsimiles/Copies
HR will not accept copies or faxes of completed I-9 forms from departments
Original I-9 forms must be delivered to HR by the end of the employee’s third work day

46. Re-verifying Employment Authorization
An employee authorized to work for a specific time period must have their employment eligibility re-verified by HR or the Tax Compliance Manager before their employment eligibility has expired
HR or the Tax Compliance Manager will handle all I-9s for employees in this situation

47. Rehired Employees
If an employee is rehired, HR must ensure they are still authorized to work
If the employee is rehired within 3 years of the date the I-9 was originally completed, they are still eligible to be employed on the same basis as previously indicated on the I-9
A rehire who has an older version of the I-9 on file will have to complete a new form
All I-9 authorizations for rehires will be handled through HR
Once the I-9 is re-verified, HR will contact the department that the PR-40 will be processed and the employee placed on payroll
The employee may not begin work until HR has contacted the department

48. Duplicate I-9s
I-9s submitted by students to the Financial Aid Office under the work study/work scholarship program and/or the Graduate College through a graduate assistantship may now be used by HR if the student is later hired by Hiring Proposal or PR-40.
If you hire a student in another position and you are aware that they have an I-9 on file in either Financial Aid or the Graduate College, please inform HR so that we can obtain a copy of that I-9. If it is still valid, and the student has had no break in service, we can use that I-9.

49. Retention of I-9s
All I-9s will be maintained in HR according to the record and retention schedule of the Library of Virginia
I-9s must be retained for three years from the date of hire or for one year from the date employment ends
Departments should not keep copies of I-9s in their files

50. Questions Suggestions Comments
Form I-9
Questions Suggestions Comments