1. HR Items of Interest Staff Senate – June 11, 2012 Sam Connally Vice President for Human Resources

2. 2 $1200 One-Time Salary Payment  Include Regular Status FT & PT Faculty & Staff (.40 – 1.0 FTE)  Continuous Service from Jan 3 – Jul 2  Amount Prorated by FTE  Must have Satisfactory Performance  General fund RIFs will be effective July 2, so employees will remain eligible.

3. 3 RIF Policy Interpretations  Regular Part-Time Employees are covered.  Subject to business necessity, departments may regular FT positions & retain temporary or part-time positions.  Departments may not require employee to exhaust leave during RIF notice period.  RIF employees may decline a position at a lower salary grade or more than 10% below prior salary & retain RIF status.

4. 4 Recent RIF Policy Enhancements  RIF employees may remain in pay status to be paid vacation leave. Retain health & retirement benefits.  RIF employees otherwise eligible to retire may do so, without forfeiting RIF status.  If retirement funds are not vested at time of RIF, retirement funds will be reinstated if rehired within 12 mos.

5. 5 Enhanced Priority Re-employment Consideration for FY12-13 RIFs  On request, HR will post RIF resumes for consideration for temp positions.  HR will host resume & job interviewing skills workshops for RIF employees.  RIF employees will receive “first consideration” for re-employment, but departments may recruit concurrently.  If reinstated without public recruitment, will serve 90-day provisional period.

6. 6 Prescription Drug Management Strategies for FY 12-13  Reimburse generic rates for brand name drugs with generic equivalents available.  Adopt 90-day home delivery for maintenance prescription drugs (with opt out provisions).  Adopt FDA prescribing guidelines related to drug quantity management.  Require pre-authorization for designated specialty drugs to assure appropriate use.  Require specialty drug re-fills to be processed by Express Scripts.

7. 7 Preliminary HR Goals for FY 12-13  Research and implement a “living wage” program for classified staff, linked to appropriate economic indicators for the Louisville Metro area.  Conduct a pilot “community service leave” program to foster broader community engagement among staff employees, supporting the University’s Signature Partnerships & public service mission.

8. 8 Preliminary HR Goals for FY 12-13  Develop and implement a “total rewards” website highlighting the value of non-salary benefits to promote a greater awareness of the value of working at UofL.  Research and evaluate “pay for performance” standards in the staff evaluation program to recognize & reward top quality work, consistent with best practices in higher education.