OFFICE OF HUMAN RESOURCES HR FORUM April 1, 2015 Agenda • Introduction • Dr. Calvin Jamison – Office of Administration • Dean George Fair – Office of Institutional Equity and Compliance • Department Updates Office of Human Resources • HR Forum will be held on the first Wednesday of the month 10am – 11:30am. JSOM 2.115. May 6, 2015 June 3, 2015 July 1, 2015 August 5, 2015 **Because there is a class in the room at 11:30, please exit the room as quickly as possible when the meeting ends. ask YODA ask YODA for HR is here! Office of Institutional Equity and Compliance Assistant Vice President James Dockery Admin Asst. Director of Compliance Compliance Manager Director of Institutional Equity Compliance Assurance Specialist Director of Title IX Initiatives Deputy Coordinators outside division* I E Specialist Nancy Bowles Compliance Analyst Training Specialist Office of Institutional Equity and Compliance AVP Key Functions: • • • • • To provide leadership and oversight to the universities responsibilities in complying with federal and state regulations, UT System and UTD Policy, and the UT Board of Regents; Leads and creates action plans, policy and procedure, to monitor and coordinate campus wide efforts of compliance related matters such as UTS and UT System policy and regulations requiring institutional monitoring and reporting; Via the Director of Institutional Equity, manages UTD’s Affirmative Action Plan and monitors compliance with EEO, OFCCP, Title IX, and other employment laws or regulations related to harassment, discrimination or retaliation in the workplace or within the campus community; Via the Director of Title IX Initiatives, leads UTD’s responsibilities for compliance with Title IX, Cleary, VAWA, Campus Save Act and other related requirements; In coordination with designated offices, establishes policy and procedure to ensure compliance training, education and awareness, and institutional responsibilities become incorporated into the campus culture and strategic planning. Functional Areas • Compliance – UT system and UTD rules, policies, procedures – Proactive compliance measures and best practices – Education and training • Institutional Equity – – – – – – • AAP, OFCCP, EEO compliance, monitoring and response to audit Investigations of harassment, retaliation or discrimination Deputy Title IX Coordinator to perform investigations ADA Coordinator for campus Resources for search committees Reviewing hiring decisions for AAP compliance Title IX Initiatives – – – – Title IX Coordinator VAWA, Campus Save compliance Coordinate Cleary Act/reporting Outreach and education to campus community Campus Update Office of Administration April 1, 2015 Dr. Calvin Jamison Vice President Office of Administration Wellness Committee Campus Safety SPN Wellness Center Wellness Center Construction (SPN) Campus Safety Northside at UT Dallas • • “Comet Town” will feature apartments, townhomes and mix of campus-oriented and mainstream restaurants, retail and entertainment Breaks ground in Spring 2015, opens in fall 2016 Northside at UT Dallas Northside at UT Dallas Northside at UT Dallas Additional Upcoming Service AdditionalCampus Upcoming Services Safety Child Development Center Services Lactation rooms Bike sharing program Additional campus security measures and patrols IHOP Express Parking Structure 2 Thank you Questions? administration@utdallas.edu Division Update EMPLOYEE RELATIONS/ ORGANIZATIONAL DEVELOPMENT & INSTITUTIONAL EQUITY ADAAA Accommodations • What is a reasonable accommodation? – A modification or adjustment to the job application process, work environment or learning environment enabling a qualified individual with a disability to be eligible for a position, perform the essential functions of a position, or enjoy the same benefits and privileges of employment as are enjoyed by similarly situated employees without disabilities. • What is an undue hardship? – In determining whether an accommodation would impose an undue hardship, factors to be considered include the nature and cost of the accommodation, financial consideration and resources, the impact of the accommodation on the nature and operation of the department, and how the request would affect the health and safety of other employees or students. ADAAA Accommodations • Processing of a Request: Employee makes verbal or written request to supervisor or Human Resources. (Supervisor who receives the request must immediately notify Human Resources.) Human Resources begins the interactive process. This involves discussions with the employee, obtaining of supportive information from health care provider and determining essential job functions. Engaging employee and supervisor to discuss the requested accommodations. Final determination: If granted, outlining in writing, the specific accommodations and expectations of the employee. If denied, outlining reasons for denial. • Medical diagnosis is not shared with the supervisor. • Visitors and applicants can request an accommodation online at: utdallas.edu/ada. • Contact Employee Relations for assistance or advise your Core Team Members. ADAAA Accommodations ADAAA Accommodations Employee Relations Contacts: Ellen Ammons (972) 883.4633 Ellen.Ammons@utdallas.edu Marco Mendoza (972) 883-4412 Marco.Mendoza@utdallas.edu Jennifer Koerber-Miller (972) 883.2224 Jennifer Koerber-Miller@utdallas.edu Performance Appraisals Appraisal Deadlines: • April 7, 2015 – Employees who were employed during 2014. • June 30, 2015 – Employees who were hired between January 1, 2015 & April 15, 2015. (Probationary Evaluation accepted) Appraisal not required for: • Employees with an appointment of less than 4.5 months or if they are in a student position. • Employees currently out on leave – Complete when they return from leave. Drug Free Schools and Communities Act Annual reminder to be posted online April 1st. Intercom Announcement on April 8th. “Unauthorized purchase, manufacture, distribution, possession, sale, storage or use of an illegal drug or controlled substance while on duty, while in or on premises or property owned or controlled by the University, or while in vehicles used for University business are prohibited.” • • • • • If you need help in dealing with an alcohol or substance abuse issues, options to seek treatment and counseling include the following: Call the Employee Assistance Program (EAP): 214-648-5330. It’s free and confidential. Contact your healthcare provided for assistance via your insurance plan. Students may seek help via the UTD Student Counseling Center. For additional assistance or questions regarding the policies, please contact Employee Relations in the Office of Human Resources at 972-883-2224 or 972883-4412, or you may email EmployeeRelations@utdallas.edu. Organizational Development PeopleSoft Academy Interns Available Contact: Terry Cartwright (972) 883.5328 Terry.Cartwright@utdallas.edu Division Update BENEFITS Benefits Update • Introduction of new Leave Administrator – Celeste Burnett • Reminder about new hire and FTE changes impacts to ACA reporting – send them to benefits to enroll or decline benefits coverage • Wellness Update – UT Physical Activity Challenge – Registration open through April 10th; Kick-off is April 6, 2015 – Walk 10@10 – by the Student Union – EAP - Lunch and Learn – April 28 at 12:00-1:00 – Galaxy Room B • FMLA – concurrent with Sick time and vacation usage Division Update EMPLOYMENT SERVICES I-9 and E-Verify • Centralized New Hire Paperwork Salary Actions Salary Actions • • • • • • • • To be eligible, employee must be in current job for at least six (6) continuous months AND have not received salary increase in the last six (6) months. Reference Classified Pay Plan and Salary Guides for guidance on salary increase amounts. Provide justification to HR for increases <1% or >5%, prior to submitting to Budget. Requests for market/equity reviews must be submitted to HR via PRR no later than April 1. One-time merit payment should be given in lieu of a merit increase if the employee is at the max of the pay grade. One-time merit payments may not exceed 5% of the employee’s current base unless approved by the President or Provost. One-time merit payments may not exceed 5% for the fiscal year. Any increase not given in September will be effective in March. Salary Actions + Job Changes • • To reclassify or promote an employee, a PRR must be submitted to and approved by HR prior to submitting to the budget workbook. Employees must meet the eligibility for a promotion and may be subject to review by Institutional Equity. Increases above 5% will require justification; increases above 15% will require justification AND approval from the President or Provost. Compensation Betty Burns – x4632 – bxb143030@utdallas.edu Employment Specialist Evelie Giddings – x3561 – eag130230@utdallas.edu Nancy Joseph – x2219 – nkj140030@utdallas.edu Things to Remember • • • • April 1 – Market/Equity adjustment request May 1 – Campus-wide roll-out of PA7 for staff August 1 – New faculty start date TBD – RA/TA start date* Q&A