HUMAN RESOURCES KRISTI KRIMPELBEIN SPECIAL ASSISTANT & DIRECTOR OF HUMAN RESOURCES AUGUST 27, 2015 New Department Chair Training

HR’s Role Advice, Guidance, Counsel, & Coaching Payroll & Benefits Recruitment Policy, Procedures & Legal Compliance Training and Development DC’s Role Curriculum Collaboration & Partnership Support Learning Environment Personnel Management Vision Administration

Human Resources Website

UPS Implementation on July 1, 2015 Classified Staff University Staff LTE Temporary Employment BOR will be governing University Staff rather than the Office of State Employee Relations (OSER) New policies and procedures creating consistency in processing

Payroll Unclassified Payroll  Paid first of the month  Electronic monthly leave reporting  Earning statements/leave reports accessible through MyUW  Summer session is paper based

Payroll Unclassified Paid Leave  Only annual appointments earn vacation and personal days  Leave reports are due the 5th of the month for leave taken in the previous month  If leave or no leave taken each month or leave will be reduced at the end of the year

Payroll University Staff, Temporary Employees and Students  Paid Bi-Weekly  Enter absence requests and time worked into HRS through portal  All hours worked and paid leave should be entered into HRS by the end of each pay period  HRS Time/Absence Training Materials Training.cfm 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 completed University Staff  Probationary evaluation completed 3 months and prior to 6 months  Completed annually after probationary period

Renewal Notices Faculty, Academic Staff/Limited Appointee Handbook Probationary Faculty  Expires at the end of the academic year, not later than March 1 of the first academic year and December 15 of the second consecutive academic year  Expires during, 3 months prior to expiration and if second year, at least 6 months  After two or more years of continuous service at an institution of the university, at least 12 months before the expiration of the appointment. Fixed Term Academic Staff Appointments  At least 3 months before end of appointment within first 2 years  6 months third year  1 year there after

Salary Adjustments Previously Wis. Stats. Prohibited 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

Salary Adjustments When budget was enacted, received legislative approval to expand this to reasons for merit. Merit pay recognizes extraordinary performance, service or achievement and is distinguished from satisfactory performance. Cannot be across the board and cannot resemble a pay plan. Institution decisions and discussions will need to occur related to merit adjustments.

Recruitment & Hiring Process Talent Acquisition Manager (TAM)  Online applicant tracking system – integrated with payroll (PeopleSoft HRS) Search Committee Training EEO/AA Recruiting efforts International Hiring

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 Title IX Coordinator: Kristi Krimpelbein Special Assistant & Director of Human Resources (office) Deputy Title IX Coordinators: Sandy Scott (complaints against students) Interim Dean of Students (office) Erin Dunbar (complaints against employees) Assistant Director of Recruitment and Selection (office)

Family and Medical Leave Acts Provides “job-protected” leave for eligible employees with a qualifying reason. 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

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?

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?