Staff Senate
Executive Committee Meeting
Minutes
February 8, 2002
I. Call to Order - Linda Beall called the meeting to order at 8:00 a.m. In attendance
were: Linda Abresch, Marvin Ames, Linda Beall, Mike Burton, Michael Elliott, Ross
Leisten, Judy Lowe, Mary Luke, Marylane McGlinchey, Ray Pryor, Alan Selser,
Melanie Stefursky, Donna Test, Tammy Trivits, Vaughn White and Estella Young.
Absent were: Maggie Cohea, Dave Gutoskey, Nancy Isaacs and Kevin Mann.
II.
Minutes – Melanie Stefursky
Motion by Melanie Stefursky, seconded by Alan Selser, that the minutes of
the January 11 meeting be approved. Motion carried unanimously.
Minutes of the full Staff Senate meeting held on January 17 were distributed.
Minutes accepted through e-mail vote. Motion carried.
Chair’s Report – Linda Beall
A.
SU Electronic Mail Services Acceptable Use Policy – A draft of the
Policy which was reviewed and submitted by the University Forum IT Committee was
distributed. This draft is a rewording and clarification of the existing SU e-mail policy.
III.
Motion by Linda Abresch, seconded by Alan Selser, that the Executive
Committee of the Staff Senate accept the draft as presented. Motion carried by a
vote of 10 in favor, 2 opposed and 4 were not present for the vote.
The Faculty Senate and SGA will have an opportunity to vote on the SU
Electronic Mail Services Acceptable Use Policy. All three senates must approve policy.
B.
Staff Picnic – The President would like to sponsor a staff picnic in May or
June. Dr. Ellen Zinner has the responsibility of coordinating a committee of staff to
organize the event. Marvin Ames, Tammy Trivits, Donna Test and Melanie Stefursky
will serve on the committee. First meeting of picnic committee will be held later in
February.
C.
SU Five Year Master Plan – Provost Dave Buchanan is soliciting
volunteers to serve on Facilities Master Plan Committee. Vaughn White will serve as
Staff Senate representative.
D.
Jury of Peers – Many senators received e-mail from constituents
regarding “jury of peers.” There is some confusion between “jury of peers” (second step
grievance) and positive discipline and attendance policy.
See also Item VII (A) following re “jury of peers.”
E.
Positive Discipline and Attendance Policy - Linda will send a
clarification statement to the staff community regarding the senate's position regarding
Positive Discipline and Attendance Policy.
The e-mail will state the following:
“The Staff Senate has been made aware that there is a perception by some SU
non-exempt employees on our campus that the Staff Senate voted for the Positive
Discipline and Attendance Policy. I want to clarify that Senators were given the
opportunity to make comments individually, but the Staff Senate did not vote on this
policy. I apologize for any misunderstanding. If you have any concerns/suggestions
regarding this policy, please contact Donna Keener in HR.
IV.
Board of Regents Staff Awards – Donna Test
Donna reported that nine nominations were received as follows:
A.
Exceptional contribution to institution and/or unit
to which person belongs – 4 nominations
B.
Outstanding services to students in an academic or
residential environment – 2 nominations
C.
Extraordinary public service to the University or
the greater community – 3 nominations
The selection committee for each category will meet and pick one exempt
and one non-exempt from their respective category. All nominees must be
qualified. The committees must deliver their selections to Alan Selser by
February 22. Alan will deliver them to Dr. Ellen Zinner for review by the
President. After review, the selected nomination packets will be send to CUSS
prior to March 1 deadline.
V.
Standing Committee Reports
A.
Compensation and Benefits – Donna Test
The committee met on January 16.Charlotte Ganoe, payroll supervisor,
was a guest at the meeting. The committee drafted changes to the existing
“policy for emergency conditions: Cancellation of classes and release of
employees.”
1. Recommendations regarding “essential personnel”:
a.
Have newly hired staff sign a “letter of understanding’
regarding essential requirements and place it in their personel file.
b.
Rewrite the staff manual section on “Policy for Emergency
Conditions,” and include the definition of “essential” staff.
c.
Clarifying scenarios be included in the policy with
mathematical examples.
d.
All essential employees are given a hard copy of the updated
policy.
2. Recommendations to Executive Committee regarding SU Internal
Policy for Emergency Conditions: Cancellation of Classes and Release
of Employees:
V. (B) Remove: “Only extenuating circumstances of a most serious
nature will warrant the exemption of an essential employee from the
requirement to report for duty in a timely fashion.”
Add: “If an essential employee cannot report to work during
emergency conditions due to personal reasons they will not be paid
unless they are on previously approved leave (annual or personal). If
their supervisor does not exempt them, essential employees must
petition for an exemption in writing to the office of Human Resources
within five business days.”
V. (C) Remove: compensated with “compensatory leave or”
Add: compensated with “cash payment”
V. (D) Remove: Positions identified as “essential” should be determined
in advance “and must be approved by the respective University Vice
President(s).”
Add: Positions identified as “essential” should be determined and
a “list will be submitted annually to Human Resources. Essential
employees will be identified by position title or job description and
notified in writing by the director of their respective departments.
When department searches are being conducted for new employees, it
should be indicated that the position is essential at the time it is
advertised.”
3. Recommendations regarding compensation:
“In addition to their regular pay at time and one-half, essential employees
shall be compensated with actual hours worked as well as compensatory (hour
for hour) time (at another date or time) or cash payment equivalent to the
Administrative Leave granted to non-essential employees.”
The Executive Committee discussed proposals presented and draft was
sent back to committee.
B.
Communication and Public Relations – No report
C.
Staff Development and Training – No report
D.
Membership and Elections – Ross Leisten
 Ballots for the University Forum Bylaws change have been
counted.
 A total of 56 votes were received - 52 via e-mail and 4 paper.
 All ballots were in favor of the change.
VI.
CUSS Report – Donna Test
Donna reported on recent CUSS meeting held on January 22 at the University
of Baltimore. The minutes of CUSS meeting are an attachment.
VII.
Unfinished Business
A.
Jury of Peers
Discussion regarding second step for grievances.
Donna and Judy will inquire at the CUSS meeting on February 19
“Do other schools use a jury of peers or hearing officer(s)?”
Report back next meeting – March 1.
VIII. New Business
A.
Discarding of computers – Marvin Ames
Marvin provided information, which might suggest that university
computers have been recently discarded in improper manner. Alan Selser
will make inquiries with Inventory Control and Jerry Waldron.
B.
Bob Meigel Roast
A proposal was made by Bob Meigel for Staff Senate to sponsor a Bob
Meigel roast to benefit the Diabetes Foundation. The event would feature
dinner and dancing. The Executive Committee will vote on the proposal at
March 1 meeting.
Meeting adjourned at 10 a.m.
CUSS
January 22, 2002
University of Baltimore
Minutes
I.
Welcome and Introduction - University of Baltimore’s President
His comments reflected that University of Maryland schools need to build their
own funding sources. His comment on Collective Bargaining was “if you can’t
strike, then there is no need for a Union”.
II.
Report from the USM HR Laison
Report of Elections to date – List changes as elections are held.
1-29-02 – Committee Briefing to Legislatures – Will include an update on
Collective bargaining for Higher Education
2-1-02 – Budget Hearing - All day meeting for SHELRB (State Higher Education
Labor Relations Board)
Agenda will include:
SHELRB is to ask for more money.
There will be a public meeting with presentation of the proposed regulations for
Collective Bargaining
Election disputes and resolutions
Executive Session on personnel and budget matters
III.
COLA – With the additional funds , USM HR sends a reminder to those
eligible to put some money aside for the match under the supplemental retirement
program. “Take care of yourself first.”
USM HR office is going with a new software program.(PHR).
IV.
CHAIRS REPORT
12-20-01 SHELRB MEETING – The board added a new member.
A.
The Board of Regents attended the meeting. Discussion was held on the
opportunity for the Presidents of the USM System to make comments and speak to
employees on Collective Bargaining. Presidents are asking that each institution have
a voice based on the President’s experience with their institution.
B.
The Presidents are asking that the neutrality issue be resolved.
Maintaining neutrality was perceived as a Gag Order. Letter from the Presidents was
to be written to SHELRB.
C.
Collective Bargaining
1.
De-certification Regulations – Need Clarification; Executive Director of
SHELRB agreed that there needs to be clarification.
2.
MOU (Memorandum of Understanding) – Employees have to abide by the
MOU.
3.
CUSS’s ROLE – The SHELBR still need to decide what role CUSS will
have. Senate Bill 598 defines CUSS as a advisory group.
4.
Safety Training – Should not be a bargaining issue, but an ongoing
program.
5.
Collective Bargaining Negotiable List – Not available
V.
VI.
1-7-002 – Chancellors Council - No Report
1-17-02 – BOR of Ed. Policy Committee – Faculty and Staff Policies on
Drug and Alcohol
Two areas that the Faculty Policy and the Staff Policy differ are:
a. Drug Testing
b. Definition of Sensitive Employees
USM System is still using the State Policy and new guidelines from the
Federal Regulations for Staff.
2-2-02 is the Anniversary Year (10 years) that the “Draft Policy” has been
worked on.
The BOR is trying to match the State Policy to the Faculty Policy. Area of
discussion is the interpretation at each institution as to who is a sensitive
or non-sensitive employee. Roy will keep CUSS posted on updates.
VII.
CUSS Committee Reports:
A.
Community Development
1.BOR Awards – Encourage recognition on campus
want to change the location for the award ceremony (do not want
to have it at the BOR meeting)
2. Picnic Location
B.
Compensation and Benefits
1. Domestic Partners – Need opinions from each campus (senates
for councils). Need for addressing benefits is seen as a staff
recruitment and retention issue.
3. EPA Programs – Surveying System HR offices
4. 2-1/2% Merit for Exempt Employees – Money allocated for
meet standards. It is not a mandate and is paid by University
monies.
C.
Communication/Legislative Affairs –
1. Teachers want more power in deciding curriculum.
Budget issues – EEO; Whistleblower Issue; 5% increase in
Health Benefits; Merit –2% or 2 1/2% possible
2. Balancing the budget - Money can be pulled from Higher
Education funds.
3. Letter was drafted for BOR models. The committee is still
waiting on some schools to draft their report.
VIII.
Old Business
A.
Award for Chancellor – Acquiring Plaque to be given at April
picnic.
B.
New Business
Women’s Forum – Drafting policy for inclusion on campus and
system wide to get involved.
End of CUSS Minutes