Transcript Document
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
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/
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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.
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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. 4
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.
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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.
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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
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$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, 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.
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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.
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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.
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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
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