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![Page 1: Department Chairs and Directors as Managers of Human Resources Paula Varnes Fussell Vice President Human Resource Services.](https://reader035.fdocuments.net/reader035/viewer/2022062500/56649e305503460f94b203fa/html5/thumbnails/1.jpg)
Department Chairs and Directors as Managers of Human Resources
Paula Varnes FussellVice President Human
Resource Services
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Our Agenda Federal legislation that affects
HR practices: Equity, FLSA in 1938 (new regs came out in 2002, and FMLA was updated in 2008)
UF’s classification and compensation structure for staff
General benefits information Performance evaluations and
progressive discipline TEAMS appointments and labor
relations
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www.hr.ufl.edu
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UF Employment GroupsStaff Appointments TEAMS
Technical, Executive, Administrative, and Managerial Support
USPS University Support Personnel
System No new USPS after 1/7/03
OPS Other Personnel Services
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UF Employment GroupsFaculty Appointments Salaried Faculty Adjunct Faculty (OPS)
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UF Employment GroupsStudent Appointments Student OPS Graduate Assistants
Other Appointments Residents Fellows
Pre- and Post-Doctoral
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Federal Legislation
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Equity & Diversity
How Federal Laws Affect Employment Decisions
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Federal Laws
Title VII of the Civil Rights Act of 1964, as amended, and CRA of 1991
Age Discrimination in Employment Act (ADEA) of 1967, as amended
Americans with Disabilities Act (ADA)
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Federal Laws
Equal Pay Act of 1963, as amended
Veterans Readjustment Act of 1974
Pregnancy Discrimination Act Immigration Reform and
Control Act Executive Order 11246
(Affirmative Action Plans)
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Affect All Employment Practices Hiring Promoting Training Disciplining Providing benefits Firing Layoffs
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Non-Discrimination
Age Race Color Religion Pregnancy Veteran
status Genetic
Information
Sex Disability National
origin Marital
status UF policy
adds sexual orientation
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It’s Illegal to . . .
Refuse to hire based on sex, age, race, etc.
Make employment decisions based on appearance, accent, religion or ethnic background
Discriminate based on citizenship status
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It’s Illegal to . . .
Make employment decisions based on a woman’s current or potential future pregnancy
Pay women less than men for the same job
Reject a qualified disabled candidate for a job based solely on the person’s disability
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Avoid Discriminatory Questions “How old are you?” “When were you born?” “Is English your native
language?” “Are you planning to have
children?” “Do you have any serious
health problems or restrictions?”
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FLSAFair Labor Standards Act
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Fair Labor Standards Act (FLSA) Prescribes standards for wages
and overtime pay that affect most private and public employment
Requires employers to pay covered employees (non-exempt) Overtime pay of one and one-half
times the regular rate of pay At least the federal minimum
wage
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Minimum Wage(s)Federal minimum wage: $5.85 per hour
Complied with as a function of the higher FL minimum wage and UF standard
State of Florida’s minimum wage: $7.21 per hour on January 1, 2009
Used as a minimum for all OPS hires, including students
UF’s established minimum: $9.75 per hour
Used as a minimum for all TEAMS/USPS hires
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Fair Labor Standards Act “Non-exempt” (hourly)
Not exempt from the FLSA Must be compensated for hours
worked over 40/workweek with overtime (1.5)
UF’s workweek: Friday–Thursday NOT calculated on biweekly
period “Exempt”
Exempt from, or not covered by, the provisions of the FLSA
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Overtime Overtime compensation for
USPS/TEAMS is provided either as pay or accrued compensatory leave Both calculated at 1.5 Employees can’t volunteer for their
own job In the event of a disagreement
between payment and compensatory leave accrual, it’s the employee’s choice
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Overtime
Even unauthorized overtime must be compensated if worked
NOTE: OPS employees must be paid for overtime worked Not eligible for compensatory
leave
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FMLAFamily and Medical Leave Act
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What Is the FMLA?
Federal law designed to protect employees when leave is required due to: Serious medical
situations/serious health condition of employee, parent, spouse, or child
Birth or adoption of a child Foster care Military Family Leave and other
updates in 2008
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Under the FMLA . . .
All USPS, TEAMS, and salaried faculty are eligible OPS employees, upon meeting
criteria, have protection as well 12 workweek “entitlement”
in the fiscal year (or 480 hours) Prorated for part-time
employees (OPS- 1,250 hours per year to be eligible)
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FMLA Entitlement
Leave must be approved unless FMLA entitlement has been met
No additional paid leave is accrued under the FMLA It is a designation associated
with accrued vacation, sick, or leave without pay
Accurate record keeping is essential
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UF Extensions Parental leave
UF policy grants 6 months - new program to advance 6 weeks
Medical leave For self or immediate family
Immediate family Spouse, domestic partner, great-
grandparents, grandparents, parents, brothers, sisters, children, and grandchildren of employee and spouse or domestic partner(“Step” relations are also included)
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Staff Classification and Compensation
Framework
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Classification and Compensation Framework Designed to help ensure that
staff positions similar in duties and responsibilities are grouped together
Facilitates administration of funds allocated for wages and salaries in an equitable and legal manner
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Staff Classification
Classification of a position is decided by comparing the whole job with the appropriate classification specification For example, requests for new
positions or changes will be compared to other current employees in that classification both in the department as well as the university as a whole
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Reclassifications?
When there is a significant change in the duties assigned to a position, a reclassification should be requested Focus on duties and
responsibilities assigned to a position, rather than the individual occupying the position
The employee should already be performing the work
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In General …
HRS can provide information related to: What’s the average pay on
campus for a particular classification?
What’s an appropriate range to use when advertising a vacancy that takes into account appropriate market data?
What’s an appropriate amount for a Special Pay Increase, or SPI?
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Filling a Vacancy Vacant faculty and staff positions
are posted via GatorJobs.
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Filling a Vacancy
GatorJobs Vacancy Listing
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Filling a Vacancy Faculty recruitment and retention
information, including Faculty Recruitment Toolkit and Search Committee Tutorial available at: www.aa.ufl.edu/aa/facdev/recruit
Administrative staff members should attend GatorJobs training
GatorJobs Toolkits available at: www.hr.ufl.edu/training/myUFL/toolkits/HiringAddPay.asp
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General Benefits Info
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University Benefits
Range of benefits programs Health insurance—PPO, HMO,
health investor plan Spouse program, domestic partner Gator GradCare
Life insurance Supplemental and other plans
Cancer, dental, hospital expense, short- and long-term disability, personal accident, etc.
Reimbursement accounts
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University Benefits
Employees must sign up for benefits during first 60 calendar days of employment
Should review benefits tutorial: www.hr.ufl.edu/benefits/tutorial.htm
Enroll for benefits by attending Group Benefits enrollment session (state & UF plans) or via web (state plans) at peoplefirst.myflorida.com
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Qualifying Status Change (QSC) Major “life or work events”
Marriage/divorce Birth/adoption Dependent’s changes Employment changes Loss of coverage
Change must be made within 31 calendar days of the QSC
Need documentation
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Retirement Programs
Salaried faculty, TEAMS, USPS employees: Florida Retirement System (FRS) Florida Retirement System
Public Employees Optional Retirement Plan (PEORP)
Optional Retirement Plan (ORP) Faculty and “TEAMS-A” only Have 90 days from date of hire to
enroll Required for HSC faculty
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FICA Alternative
Non-student OPS, rather than contribute to Social Security, deposit money in the FICA Alternative Plan Adjunct faculty, house staff,
post-doctoral associates, hourly and exempt OPS employees
Enrolled automatically Mandatory for eligible employees
www.hr.ufl.edu/benefits/ficaalternative.htm
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Retirement Special Pay Plan Mandatory retirement plan for
vacation/sick leave payments of $2000 or more, upon separation Section 401(a) Internal Revenue Code Administered by Bencor, Inc.
Employee saves 7.65% in FICA Contributions are pre-tax Payments of vacation leave for
DROP participants are included http://www.hr.ufl.edu/benefits/specialpayplan.htm
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Rehired Retirees
New state and university requirements
State guidelinehttps://www.rol.frs.state.fl.us/
forms/reminder.pdf UF form http://www.hr.ufl.edu/
recruitment/forms/rehire_request.pdf
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Staff Performance Appraisals
UF’s performance appraisal system is designed to
improve communication between supervisors and
employees
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Performance Appraisal Exempt staff: Evaluated by
supervisor via a narrative letter and form in March each year
Non-exempt staff are evaluated via a form, using a set of established ratings Exceeds, Above Average,
Achieves, Minimally Achieves, Below Performance Standards
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Types for Non-exempt Probationary
Typically completed during an employee’s sixth month
Annual In March of each year—unless
another appraisal was completed within the last 60 days
Next evaluation period: March 1, 2010-February 28, 2011
Returned to HR by March 31
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Types of UF Appraisals
“Special” appraisals Covers evaluation for period of
60 days to 6 months Notes changes in performance
Best practice Please contact HR satellite
office if you believe a special appraisal is warranted or when there are overall performance concerns
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Labor Relations at UF
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Union Representation
AFSCME GAU PBA UFF
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Collective Bargaining Agreements/Contracts Define working conditions Drive salary increases Provide grievance
procedures
Typically three years in duration, with reopeners
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Discipline
UF encourages all staff members to contribute to a
positive and productive work environment
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Progressive Discipline
Oral reprimand Written reprimand Suspension Dismissal
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Appealable Actions
Predetermination Conference Option to Arbitrate
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Complaints & Grievances Various options for faculty and
staff Includes internal and external
reviews UF Regulations http://regulations.ufl.edu/
chapter3/ Union Contractshttp://www.hr.ufl.edu/labor-
relations/default.asp
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Additional Actions
Non-reappointments/Non-renewals Not considered disciplinary
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TEAMS Appointments
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TEAMS Appointments
“New to UF” staff hires: TEAMS non-exempt
Serve six-month probationary period
Then issued annual appointment TEAMS exempt
Department should issue six-month initial appointment
Then issued annual appointment
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TEAMS Appointments
Internal candidate May be USPS or TEAMS
(employee brings current status) unless position is TEAMS only
USPS employee will serve six-month probationary period if never been in classification
TEAMS issued annual appointment—no probationary periods—if employee has completed initial 6 months at UF
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Non-Reappointments
Hired after June 30, 2005: Three months notice
Hired before June 30, 2005: Six months notice
Does not apply if serving a probationary period
Employees may apply for other jobs on campus
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Time-Limited Positions
When possible, employees are provided a minimum of 45 days’ notice in the event funding is being eliminated
Time-limited provisions in appointment letter take precedence over appointment and non-reappointment requirements
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Today, We Discussed:
Important legislation Classification and
compensation framework for staff
General benefits information Performance evaluations and
progressive discipline TEAMS appointments and
labor relations
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Resources Are Available UF management/leadership
competency model “Managing at UF” curriculum
supports competency development 360-degree assessment available
Year-long leadership programs: Advanced Leadership for Academics
and Professionals program UF Academy (emerging leaders)
On-line training on the Prevention of Sexual Harassment
Visit www.hr.ufl.edu/training
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Resources Are Available Mary Alice Albritton, Director for
Benefits and Retirement Melissa Curry, Director for
Recruitment and Staffing Kim Czaplewski, Director for
Employee Relations,392-1072 Larry Ellis, Director of Equity
and Diversity,273-1778 Jodi Gentry, Director of Training
and Organizational Development
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Thank You!
Paula Varnes FussellVice President Human
Resource Services