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Unit Business Managers Information Exchange

Unit Business Managers Information Exchange. Human Resources Items of Interest. Sam Connally Vice President for Human Resources July 26, 2010. HR Priorities. Faculty & Staff are the University’s #1 Asset Faculty & Staff must be HR’s #1 Priority

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Unit Business Managers Information Exchange

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  1. Unit Business ManagersInformation 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 Interest @ http://louisville.edu/hr/

  3. 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. Shared Leave Proposal

  4. 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. Bereavement Leave Proposal

  5. 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. Maximum Vacation Leave Accrual

  6. 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. FMLA Threshold Proposal

  7. 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 Salary Administration Proposal

  8. 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, 2010. Performance must be deemed to be satisfactory as of July 1, 2010. $1200 Payment prorated by FTE. Paid on July 23 & July 30 payrolls. President has committed to evaluate Regular Part-Time Staff in Future. $1200 Salary Payment Guidelines

  9. 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 2/12th 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. Payroll Process Enhancements 9

  10. 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. Parental Leave Proposal Needs Further Study

  11. 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 Next Priorities

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