HUMAN RESOURCES

KRISTI KRIMPELBEINSPECIAL 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, 2015Classified Staff University StaffLTE Temporary EmploymentBOR 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 http://my.wisconsin.edu 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 http://my.wisconsin.edu portal All hours worked and paid leave should be entered

into HRS by the end of each pay period HRS Time/Absence Training Materials

http://www.uwstout.edu/hr/HRS-Time-and-Absence-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 completedUniversity Staff

Probationary evaluation completed 3 months and prior to 6 months

Completed annually after probationary period

Renewal Notices

Faculty, Academic Staff/Limited Appointee HandbookProbationary 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 15-17 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 TrainingEEO/AA Recruiting effortsInternational 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 KrimpelbeinSpecial Assistant & Director of Human Resources715-232-2613 (office)

Deputy Title IX Coordinators:

Sandy Scott (complaints against students)Interim Dean of Students715-232-1181 (office)

Erin Dunbar (complaints against employees)Assistant Director of Recruitment and Selection 715-232-2314 (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 employeeLeave for caring for a spouse, child or parent

with a serious health conditionFor 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?