HUMAN RESOURCES PRESENTED BY: DEBRA GEHRKE

AUGUST 29, 2014

New Department Chair Training

• HR Updates• Payroll information• HR processes• Recruitment Process• Employee Relation Information

Overview

HR Updates

UPS

HRSElectronic Leave SubmissionCriminal Background Check Policy

4 year check Department funded

UPS

Planned implementation on July 1, 2015BOR will be governing the Classified Staff

(University Staff) rather than OSERNew policies and procedures relating to

personnel and compensation processes for University Staff

HRS

UW Service Center is working toward stabilization through the following initiatives: Reconciliation project Benefits Redesign Project Fresh Desk Implementation

AskHR

• Goals• When to

ask• How to

ask

Payroll

Unclassified Paid first of the month Submit paid leave reports monthly to supervisor Earning statements/leave reports accessible

through MyUW http://my.wisconsin.edu Electronic Leave Reporting

Payroll

Unclassified Paid Leave• Only annual appointments earn vacation and

personal days if eligible• MUST report leave or no leave taken each month• Leave reports are due the 5th of the month for

leave taken in the previous month• Paid leave can be reduced at the end of the year if

monthly reports are not submitted.• If out of work for 5 consecutive full days must

have doctor verification before coming back, unless approved prior to leaving (i.e. pregnancy)

Payroll

Classified, LTE’s and Students• Paid Bi-Weekly• Enter absence requests and time worked into

HRS through http://my.wisconsin.edu portal• All hours worked and paid leave should be

entered into HRS by the end of each pay period.• HRS Time/Absence Training Materials

http://www.uwstout.edu/hr/HRS-Time-and-Absence-Training.cfm

Overloads

Overload limits tracked by fiscal year starting 7/01/14

20% of annual salary or $18,000 (whichever is greater)

Overload Tracker was implemented to communicate overloads across departments and to ensure cap is not exceeded

Performance Evaluation

Unclassified Probationary and Academic Staff performed annually Tenured faculty every 5 years or as necessary Notifications will be sent by HR to Dean’s Office when

evaluations are to be completedClassified

Probationary completed months 2, 4, and 6 for a six-month probationary period

Completed annually after probationary period

Renewal Notices

UWS 10.05 (1) and Faculty, Academic Staff/Limited Appointee Handbook

Fixed Term Appointments At least 3 months before end of appointment within

first 2 years 6 months thereafter

Probationary Appointments At least 3 months before end of appointment in the 1st

year 6 months before end of appointment in 2nd year 12 months thereafter

Employment Services (ES) Forms

Implemented ImageNow workflow for processing ES forms

Access to view forms at any timeAccess to view signed contract letters at any

timeQuicker processing timePaper forms no longer acceptedOther HR forms will begin using workflow

Salary Adjustments

Wis. Stats. Prohibit salary adjustments unless for job reclass/retitle, promotion, salary inequities, or competitive factors

Salary Adjustments may be made for any of the following reasons: Change of Responsibility/Reclassification Promotion/Progression Temporary Base Adjustment Equity Adjustment External Job Offer Market Adjustment Educational Preparation Code Change

Not possible to grant a base adjustment to recognize good performance.

Unclassified Recruitment & Hiring Process

Talent Acquisition Manager (TAM) Online applicant tracking system – integrated with

payroll (PeopleSoft HRS) Unclassified recruitment, emergency hires, LTE’s

Search Committee Training Required once per fiscal year Will train entire departments by request Coordinators will go through in-depth TAM training

Unclassified Recruitment & Hiring Process

EEO/AA Recruiting Takes proactive steps to recruit and advance women,

minorities, persons with disabilities, and covered veterans

OFCCP focus is on efforts and results Diversify outreach efforts – advertise in targeted

magazines, newspapers, websites, etc.; recruit from organizations that serve targeted groups

HR is monitoring effectiveness of sources

International Hiring

Never promise to obtain specific immigration status for a candidate or incoming faculty

Remind incoming foreign faculty that obtaining/paying for visas for family members is their responsibility

Work authorization is required BEFORE the new foreign faculty may begin work and proper authorization can take up to 4-5 months

Remind foreign faculty to notify HR if they will need to travel. There is always RISK when traveling

View the Immigration Recommendations for Department Chairs Memo for detailed information

Title IX Sexual Misconduct

Prohibits discrimination on the basis of sex, including sexual harassment in educational programs and activities. It also protects against retaliation.

Used to describe many behaviors including sexual harassment, sexual violence, and/or discrimination and harassment based on sex or gender. These behaviors include things such as:

Rape Sexual assault Stalking Domestic violence Sexual exploitation

Title IX and Sexual Misconduct

Reporting Requirements

Informal discussion and mediation• Contact your supervisor or Title IX coordinator for

consultation and advisement on informal resolution.

Formal Resolution• Situations which cannot be resolved informally or severe

in nature. Reported verbally or in writing to your supervisor or directly to the Title IX Coordinator.   • name of the victim• name of the alleged harasser• factual description of the incident(s) (including dates,

times, places, and the names of any witnesses).

Title IX Coordinator/Deputies

Deb GehrkeDirector of Human Resources/Title IX Coordinator715-232-2613 (office)

Deputy Title IX Coordinators:

Joan Thomas (complaints against students)Dean of Students715-232-1181 (office)

Erin Dunbar (complaints against employees)Employee Relations Manager715-232-2314 (office)

Provides “job-protected” leave for eligible employees with a qualifying reason. If employees wish to be paid during the absence, they may use accrued paid leave hours.

Family and Medical Leave Acts

  WI FMLA Federal FMLA

Anyone who has worked for the State for more than 52 consecutive weeks.

• Anyone who has worked for the State for at least 1,000 hours during the 52-week period preceding beginning of the leave. 

• Anyone who has worked for the State for at least 12 months (need not be consecutive).

• Anyone who has worked for the State for at least 1,250 hours of service during the 12-month period preceding the beginning of the leave.

Who is Eligible?

Qualifying Reason

• Leave for treatment for a serious health condition* for the employee

• Leave for caring for a spouse, child or parent with a serious health condition

• For birth or adoption of a child

* Serious health condition: is a condition that makes the employee unable to perform the functions of the employee’s position.

Use of Leave

• Leave for a qualifying reason is for a total of 12 weeks per year and it can be used all at once for 12 consecutive weeks, or it may be used intermittently. Intermittent leave schedules should be approved by the supervisor.

• Leave provided under the WFMLA and FMLA is unpaid leave but employees may substitute any accrued leave.

Employee Responsibilities

Required to give their supervisors as much notice as possible of the need to take FMLA leave (30 days is required for foreseeable scheduled events).

Supervisor’s Responsibilities

• Contact Human Resources as soon as an employee notifies you of potential leave or has been out of work for 5 consecutive full days

• Must ask for and employees are required to provide a fitness-for-duty certification signed by the employee’s health care provider BEFORE returning to work from FMLA leave taken for the employee’s own serious health condition.

• Employees are NOT allowed to return without the fitness-for-duty certification.

Questions?