ADMINISTRATORS GROUP MINUTES
October 1, 2015 Meeting
NEXT MEETING:
Please Note:
The next Administrators Group meeting is scheduled for Thursday, November 5, 2015. The
meeting location will be the Student Union Building – Red Raider Lounge. The agenda will be
sent at a later date.
TODD PHILLIPS - HUMAN RESOURCES
Shaunta Wallace is new to Human Resources. She will be partnering with departments to assist
with Affirmative Action efforts, Title IX compliance, and Workforce Planning.
Amber Nuuvali is new to the Talent Support Team in Human Resources. Working with
departments on performance management and coaching employees.
I-9 and E-Verify Trainings
The next trainings are scheduled for October 7th and October 14th. Both will be held in the Doak
Conference Center from 8:30a.m. - 12p.m. If you are interested, please register through
SumTotal.
Title IX
We will be sending reminders to all faculty, staff, and student employees who have not
completed their Title IX training. If anyone in your area is unsure whether or not they have
completed this training, please have them contact Candice Rice at candice.rice@ttu.edu or call
742-3851.
Reminder
Kathy Perkins has retired, so if you used to email Kathy directly, please direct your questions to
Stephanie Gonzales stephanie.gonzales@ttu.edu or call 742-3851.
FMLA-Family Medical Leave Act
The Family Medical Leave Act (FMLA) entitles eligible employees to take job-protected leave for
specified family and medical reasons. Texas Tech University requires eligible employees to submit
all paperwork (including FMLA applications and certification forms) for any absence from work
due to a qualifying reason under the FMLA.
Qualifying FMLA Events:
• Birth, Adoption, or Foster Care. Employees may take up to 12 workweeks of FMLA for the
birth of a child, or the adoption or placement of a foster care child (under 3 years of age).
If both spouses work for the State of Texas, both spouses are entitled to an aggregate of
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12 workweeks to care for the birth of a child, or the adoption or placement of a foster
care child (under 3 years of age).
To Care for a Family Member. Employees may take up to 12 workweeks of FMLA to care
for an immediate family member with a serious health condition. The leave may be taken
intermittently or for a single continuous period of time. Eligible family members include
the employee’s spouse, son, daughter, or parent. If both spouses work for the State of
Texas, both spouses are entitled to an aggregate of 12 workweeks to care for a family
member with a serious health condition.
Employee’s Serious Health Condition. An employee with a serious health condition that
prevents the employee from performing the functions of his/her job may take up to 12
workweeks of FMLA. The leave may be taken intermittently or for a single continuous
period of time. A serious health condition is an illness, injury, impairment, or physical or
mental condition that involves inpatient care or continuing treatment by a health care
provider.
Military Leave. The military family leave provisions of the Family and Medical Leave Act
(FMLA) entitle eligible employees to take FMLA leave for any qualifying exigency or to
care for a covered service member with a serious injury or illness.
Qualifying Exigency. Employees are eligible for up to 12 workweeks of FMLA for qualifying
exigencies that arise when the employee’s spouse, son, daughter, or parent is on covered
active duty or has been notified of an impending call or orders to covered active duty.
Military Caregiver Leave. Military caregiver leave allows an employee who is the spouse,
son, daughter, parent, or next of kin of a covered service member with a serious injury or
illness to take up to a total of 26 workweeks of FMLA to provide care for the service
member. If both husband and wife work for the State of Texas, the aggregate amount of
leave that can be taken by the husband and wife to care for a covered service member is
26 workweeks in a single 12 month period.
Employees are required to notify their department and Human Resources of an FMLA
qualifying event at least 30 days in advance if the leave is foreseeable, or with as much notice as
practicable if leave is not foreseeable.
FMLA is unpaid leave, however Texas Tech requires employees to use all eligible sick and vacation
leave accruals while taking FMLA. After all eligible sick and vacation leave accruals have been
exhausted, employees will be placed in a leave without pay status.
KARA NEWCOMB – PAYROLL & TAX SERVICES
New Organizational Changes
Tax Services was under Admin & Finance and Payroll Service under Human Resources, now they
are together as Payroll & Tax Services under Admin & Finance. Kara has moved to Doak Hall. Katie
and Michelle are part of Tax Services and will be moving to Doak Hall in the near future.
JEFF DEITIKER – PAYROLL SERVICES
New Fiscal Year:
• Pay Stubs
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o Please remind semi-monthly staff to check their 9/25/15 and 10/10/15
paystubs to verify new hourly rates and deduction information, especially if
they made any changes during summer enrollment.
o Please remind monthly paid faculty and staff to check their 10/1/15
paystubs to verify salary, 12- month spread (if applicable), and deduction
information, especially if they made any changes during summer
enrollment.
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Permanent Address Information
o Please remind all faculty and staff to review their permanent address and
update if needed. This address is used for W2 mailings and other
correspondence from Payroll & Tax Service, such as refund checks.
o Below are the instructions to review/update the address:
 To review:
1. Log on to Raiderlink
2. Select TTU Employee Tab
3. Select My Personal Information
4. Select View Addresses and Phones
5. Review the Permanent Address
 To Update:
1. Log on to Raiderlink
2. Select TTU or HSC Employee Tab
3. Select My Personal Information
4. Select Update Addresses and Phones
5. Select Current under the Permanent Heading
 Use Today’s date in the “Valid From This Date” field
 Do not enter any date in the “Until This Date” field
BYRON ANDERSON – AFISM
Revised Job Aids for the ePAF
Alert: No change has been made to the ePAF itself. There are no changes to current ePAF
procedures.
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First: The revisions are to the Job Aid that defines the different ePAFs
Second: The revisions are to the definitions of the various dates associated with ePAFs
and employee reporting.
o The definitions are shorter
o More specific
o Easier to use
In Addition: 2 new job aids are available
o All 4 job aids are available on the HR Job Aids webpage.
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For those who are interested in an overview and discussion, register in SumTotal for the
“Revised ePAF Job Aids” presentation:
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October 13, Tuesday 2:00p.m. - 3:30p.m.
October 14, Wednesday 2:00p.m. - 3:30p.m.
October 15, Thursday 2:00p.m. - 3:30p.m.
October 16, Friday 9:00a.m. - 10:30a.m.
Questions may be directed to AFISM, 742-5669 or afism.2know@ttu.edu
AUSTEN HUBBARD – VETERANS LIAISON
The Benefits of Hiring Our Nation’s Military Veterans
Texas State Bill 805
• Also known as the “Military Veterans Full Employment Act”
o Each state agency shall establish a goal to hire, in full time positions, a number of
veterans equal to at least 20% of the total number of employees at that state
agency.
o A state agency may designate an open position as a “Veterans Only Position” and
only accept applications from veteran applicants.
o State agencies may also “Direct Hire” a veteran for a position without advertising
the job opening.
Interviewing Requirements, SB 805
• If the total number of individuals interviewed for a position is six, or less, at least one
individual who is claiming Veterans Preference must be interviewed.
• If the total number of individuals interviewed is more than six then at least 20% of the
total number of individuals interviewed must be Veterans Preference Applicants.
o NOTE: There is no requirement if there are no qualified Veterans Preference
eligible individuals applying for the position.
Soft Skills
• Team players, effective communication skills
• Well versed in cultural diversity
• Self-motivated, manage time efficiently
• Easily adapt to stress, flexible, emotional maturity
• Learn quickly, accept feedback gracefully and apply it immediately
• Creative problem solvers, resourceful
• Leadership abilities
• Confident, confident, confident
Where Do I Find Qualified Veterans?
• Texas Tech Veterans Liaison
• Lucas Group
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Cameron – Brooks
o These two recruitment agencies only work with military officers and senior
enlisted personnel who are preparing to separate or have already separated
from the military. They can provide qualified veteran candidates for
management positions in technical fields that are difficult to recruit for.
o Specifically –Accounting, Finance, Information Technology, Legal, or Marketing
Positions
PLEASE CONTACT ME WITH QUESTIONS OR IF YOU WOULD LIKE TO HIRE A VETERAN.
Austen Hubbard TTU Veterans Liaison
834-4806
austen.hubbard@ttu.edu
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