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Back-to-School

Back-to-School. 2012-2013 School Year. Welcome Back!. Agenda Introduction of new employees Phishing Personal Leave Attendance FMLA Recognition Site Questions – if we have time . P hishing. Not a recreational sport! 10 employees were caught 11-12 school year.

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Back-to-School

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  1. Back-to-School 2012-2013 School Year

  2. Welcome Back! • Agenda • Introduction of new employees • Phishing • Personal Leave • Attendance • FMLA • Recognition Site • Questions – if we have time 

  3. Phishing Not a recreational sport! 10 employees were caught 11-12 school year. The ISD 492 Technology Department will NEVER request your credentials (ie username and/or password) via e-mail or webforms! If you receive an e-mail from a “helpdesk” asking you to provide your credentials or your account will be closed/frozen, please delete it immediately without clicking on any links.

  4. Phishing-Results Employee’s email and computer access is immediately closed until it can be safely used again, which can take time. They must attend training with IT regarding safe computer use, and discipline will now likely occur. District email is black listed as SPAM, and major disruptions occur due to outgoing email being rejected as SPAM. Takes time to get us cleared again – sometimes weeks. If you ever have a concern, contact IT BEFORE replying to an email.

  5. Personal Leave Teachers and paraprofessional contracts limit how many individuals can be out on any given day (and block certain days from being available.) Teachers and paraprofessionals must contact Diane Suter in HR to see if the day is available, beforeputting request into ERMA. If the day is available, type “Approved by HR” in the comment box when you create the ERMA request and send to your Principal. Without this approval/comment, your request will be denied. Do not purchase airplane tickets, etc. before making sure the time is available. Remember, three days notice is required unless an emergency!

  6. Attendance-Recognition Over 92% of our employees have great attendance! This year, a recognition program will be started for work sites that have good attendance. If the sites average attendance meets expectations for that time of the year, a small reward will be given (ex., jeans for a day, 1 hour release time, food treats, etc.) Ideas for those rewards can be sent to me if you’d like to give input! Perfect attendance is not the goal, or realistic!

  7. Absences • Why talk about absences when only some people have excessive absences? • Absences have District wide impact: It effects the quality of instruction for our students, costs the District money (and in turn, all employees and students as funds are used for substitutes rather than other areas), and causes more stress on co-workers and lowered engagement. • Important to have expectations set up front, so no one is surprised mid-year. • I was asked by the AEA to look into more detail regarding the absences in the District and report back.

  8. Absences-Facts Costs for Non-FMLA illness related absences rose significantly last year (>25%). Highest age group for non-FMLA illness related absences was 30-40 year olds (38%), then 50-60 year olds (31%), 40-50 year olds (21%) and 20-30 year olds (10%). Of the individuals who received attendance letters in February regarding absences, 65% stopped missing work, or had acceptable call-ins after that point. On average, individuals who received attendance letters missed 5-6% of their contracted work days due to illness. We do not have short-term disability. Accrued sick time is necessary to receive income for absences less than 90 days due to disability, which is really why accruals occur.

  9. Absences – New Expectations Leadership representatives from the various Units got together with me to discuss absences and review data. Those Units that could not attend the meeting talked to me individually. The goal was to collaborate and reach an agreement that we all could support regarding attendance expectations. As a group, we decided to use the statistics from the Department of Labor for our employment sector as the benchmark of acceptable absences due to non-FMLA related illness: 3% of work days.

  10. Absences - Examples • For example: • Acceptable absences for Teachers & Paraprofessionals would be 6 Occurrences of non-FMLA illness per school year (I round up to the next whole day after multiplying work days times 3%.) • Discipline will occur if absences are excessive, or a pattern develops (e.g. three day weekends, off right before or after a holiday/break) starting with a verbal warning and progress from there. As stated earlier, over 65% stopped after the initial letter. • FMLA covered events do not count as an occurrence, and reasonable illness is expected to occur.

  11. Family and Medical Leave Act (FMLA) • Under the Family and Medical Leave Act (FMLA), a qualified employee is eligible for up to 12 weeks or 26 weeks of unpaid job protected leave per 12-month period for: • the birth or adoption of a child; (Up to 12 weeks) • to care for a spouse or immediate family member; (Up to 12 weeks) • when an employee is unable to work due to their own serious health condition; (Up to 12 weeks) • because of a qualifying exigency arising out of the fact that employees spouse, son or daughter or parent is on active duty or call to active duty status in support of a contingency operation as a member of the National Guard or Reserves; (Up to 12 weeks) • or because the employee is the spouse, son or daughter, parent or next of kin of a covered service member with a serious injury or illness. (Up to 26 weeks)

  12. FMLA Eligibility • Who is eligible for FMLA? • Any employee who: • has been employed by Austin Public Schools for a twelve (12) month period; • has at least 1,250 service hours during the 12 month period prior to the FMLA event; • and has a qualifying event. • Conditions exist to qualify, and medical certification is required. Please contact me for more information. • For those that don’t work enough hours to qualify, still contact HR if your medical issue qualifies as a serious health condition.

  13. Recognition Site • Please remember that we have an informal recognition site to help recognize each other for exhibiting the values of the District: • High Expectations • of and from all people all the time • Integrity • to have the courage to do what is right in the face of challenges • Focus & Purpose • to operate with intention • Innovation • to support creative culture, processes and solutions • Please send nominations to me, and after getting permission from the individual(s), I will post on our HR website.

  14. Questions?

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