1.1听 听The Board of Trustees (BOT) authorizes the Administrative Board to establish employment policies which comply with state and federal legislation and which seek to maximize the efficient and effective utilization of 最快开奖直播搅珠结果 Human Resources.
1.1.1听 听The Board of Trustees, under BOT V.C.2.3 has reserved to itself the authority to establish and听amend any employment policies applicable to Chief Executive Officers, Chief Academic Officers and the highest ranking financial or administrative officer.
1.2听 听The component institutions shall adopt such institutional policies as are necessary to meet the requirements of this policy.
2.听听听Equal Employment Opportunity/Affirmative Action.
2.1听 听In accordance with BOT.V.B.1 and USY V.B 最快开奖直播搅珠结果 shall act affirmatively in the recruitment, selection, and hiring of employees.
2.2听 听As required by the BOT Bylaw Article VI, 最快开奖直播搅珠结果 shall not discriminate in recruitment, selection and employment against any employee on the basis of sex, race, color, religion, age, national origin, sexual听orientation, gender identity or expression, physical or mental disability, marital status, veteran鈥檚 status, political orientation and/or activity as long as any such status or activity is lawful.
2.3听 听In compliance with the Genetic Information Nondiscrimination Act (GINA), 最快开奖直播搅珠结果 applicants and employees are protected from discrimination in employment based on genetic information. Genetic information includes information about genetic tests of applicants, employees, and/or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or听receipt of genetic services by applicants, employees, or their family members. Under GINA regulations, acquisition of genetic information is restricted and disclosure of genetic听information is strictly limited.
2.4听 听Communication-Internal/External. The component institutions shall be responsible for communicating and implementing 最快开奖直播搅珠结果's commitment to non-discrimination.
3.听听听Recruitment and Selection.
3.1听 Institutional Compliance Officer. The Chief Human Resources Officer or designee, in conjunction with the Affirmative Action Officer, shall be involved in the recruitment and selection process as listed below.
3.1.1听 听Consulting with the hiring authority on the job qualifications whenever authorization has been given to fill a vacancy or a new position is created;
3.1.2听 听Ensuring compliance with Equal Employment Opportunity and Affirmative Action requirements and the requirements of the Americans with Disabilities Act including the identification of essential functions of the position to be filled, as specified by USY V.C. 3.2.1, below;
3.1.3听 听Endorsing the advertisement before release;
3.1.4听 听Advising on the breadth of recruitment;
3.1.5听 听Determining the appropriateness of the applicant pool before finalizing the hiring process.
3.2听听听Pre-Advertising Requirements. The following steps shall be taken to define a vacant position before the vacancy is advertised:
3.2.1听 听The essential functions of the position shall be enumerated in writing in the job description to ensure compliance with the Americans with Disabilities Act.
3.2.1.1听 听In general, the term essential function means the fundamental job duties of the employment position the individual holds. A job function may be considered essential for any of several reasons, including but not limited to the following:
- The position exists specifically for the performance of that function;
- The number of employees who can perform that function is limited; and/or
- The function may be highly specialized so that the expertise or ability to perform the particular function is essential.
3.2.1.2听 听Evidence of whether a particular function is essential includes, but is not limited to:
- The employer's judgment
- Written job descriptions prepared before advertising or interviewing applicants for the job
- The percent of time spent on the job function
- The consequences of not performing the function
- The terms of a collective bargaining agreement
- The work experience of past incumbents in the job; and/or
- The work experience of incumbents in similar jobs
3.2.2听 听The position shall be classified in accordance with the 最快开奖直播搅珠结果 classification process established in USY V.F. Compensation.
3.2.3听 听The position shall be assigned a pay grade in accordance with the process described in USY V.F. Compensation.
3.3听听听Advertising. All external advertisements for 最快开奖直播搅珠结果 positions will state that the institution is an Equal Opportunity/Affirmative Action employer, normally designated in the ad as EEO/AA employer.
3.3.1听 听Faculty Positions.
3.3.1.1听 听Content of Advertising. All faculty announcements must include the title of the position, discipline, position responsibilities, tenure status, qualifications and a date before which no hiring will occur. Inclusion of the hiring salary is optional, to be determined by institutional policy or practice.
3.3.1.2听 听Breadth of Advertising. Each 最快开奖直播搅珠结果 institution will post position vacancies.听External advertising will normally include a minimum of one regional and one national source, and will normally include at least one professional source for tenure-track positions. Outreach to professional networks and graduate schools will be part of the normal search. Lecturers and Resident Artist positions may be advertised regionally only within appropriate affirmative action guidelines.
3.3.1.3听 听Duration of Advertising. The length of time for advertising faculty positions shall be consistent with the normal recruiting time necessary within the discipline and should be sufficient to seek out qualified applicants, including women, minorities, veterans, and those with disabilities. A minimum of 10 days after the first external advertisement appears is required before selection takes place.
3.3.2听 听Executive Officers, Academic Administrator (AA), Extension Educator (EE), and Exempt Salaried and Non-Exempt Hourly Positions.
3.3.2.1听 听Content of Advertising. All advertising for exempt and non-exempt positions shall include in the external advertisement the classification title and/or the operational title, qualifications for the positions, and a date before which no hiring will occur. The qualifications shall be consistent with those contained in the class specifications. Inclusion of salary information is optional, to be determined by institutional policy or practice. Internal advertisements must include the classification title and pay grade assignment.听 Any provision for including faculty rank or tenure as part of an executive officer or academic administrator advertisement must have prior approval of the Administrative Board.
3.3.2.2听 听Breadth of Advertising.听Each 最快开奖直播搅珠结果 institution will post position vacancies.听The breadth will vary by profession and type of recruiting market and will be determined by the institution鈥檚 Human Resources in conjunction with the recruiting department.
3.3.2.2.1听 听Internal applicants.听Internal applicants include: (1) active status employees who have typically completed the introductory period and (2) adjunct employees who have been employed within 最快开奖直播搅珠结果 for at least 12 months in total and who have worked at least 1,000 hours during the 12-month period preceding application for the position.听Student employment does not count toward internal applicant eligibility.
3.3.2.3听 听Duration of Advertising. The length of time for advertising shall be consistent with the norm for the profession to seek out qualified applicants, including women, minorities, veterans,听and those with disabilities. A minimum of 10 days advertising is required before interviewing and selection may occur. All applicants should be given full consideration in the application process.
3.4听听听厂别濒别肠迟颈辞苍.
3.4.1听 听Search Committee. Institutional policy or practice will determine use and responsibilities of Search committees. Search committee composition and responsibilities shall be consistent with USY policy on non-discrimination and affirmative action requirements.
3.4.2听 听Selection Criteria.
3.4.2.1听 听Selection of candidates shall be based on a determination of the best match of applicant qualifications and job requirements. That determination shall be made on the basis of the essential functions, minimum qualifications and additional desirable qualifications as outlined in USY V.C.3.2.
3.4.2.2听 听Interviewing and selection shall comply with all state and federal requirements for non-discrimination, and uniform selection, as well as USY policy. Actions covered by this policy include but are not limited to:
- Asking illegal questions regarding age, sex, race, ethnicity, religion, marital status, gender identity or expression, disability, military discharge or criminal arrest
- Limiting, segregating or classifying qualified candidates or employees in a way that adversely affects their opportunities because of a disability.
3.4.3听 听Data Collection.
3.4.3.1听 听Information including name, gender, race, ethnicity, disability and veteran status of all finalists shall be collected and maintained. Reasons for hire and rejection shall be maintained for all women, minority, veterans, and disabled candidates when such candidates are identified.
3.4.3.2听 听最快开奖直播搅珠结果 Human Resources shall be responsible for reporting all data required by federal and state agencies as well as that established as part of the Affirmative Action Plan.听
3.5听 听Exceptions to normal recruitment and selection procedures and policies. There are circumstances under which advertising is not required or anticipated. (However, it is acceptable to advertise in any circumstance.) These appointments and circumstances typically are temporary arrangements. Institutional policy may establish specific approval procedures for exceptions to recruiting.
3.5.1听 听Appointment. The following appointments do not require advertising unless specifically designated by the institutional Affirmative Action Plan:听Adjunct faculty appointments, Adjunct employee appointments, Interim appointments, Acting appointments, Volunteers or unpaid positions, Visiting Faculty and Exchange appointments.
3.5.2听 听Circumstances. Under the following circumstances a candidate may be appointed to a status position without advertising:
- Reduction-In-Force as outlined in policy USY V.C.9.4
- Grant-funded positions as described in USY V.C.3.5.3.4 or
- Former employees currently on Long-Term Disability or Workers鈥 Compensation as described in USY V.A.8.1 and 8.2.
3.5.3听 听Individual exceptions. The institution鈥檚 Chief Human Resources Officer may make exceptions to advertising requirements with the concurrence of the Affirmative Action (AA) Office, or if there is no separate AA office, with concurrence of the 最快开奖直播搅珠结果 Chief Human Resources Officer. These exceptions are case specific and will typically be the result of insufficient recruiting time, settlement of employee/institutional transfer complaints or needs, or to comply with the intent of the employment policy. Such exceptions will be in writing.
3.5.4听 听Recruitment for Grant-Funded Positions. As a matter of policy and practice, departments are required to adhere to affirmative action/equal employment opportunity procedures when recruiting employees under a particular grant or contract except under the following circumstances:
3.5.4.1听 听When a grant or contract is being transferred from another institution, the Principal Investigator may bring along those employees who have been and will continue to be integral members of the research activity. Such individuals are advised that continued employment at 最快开奖直播搅珠结果 is contingent upon continued external funding; and additional employees must be recruited through regular procedures;
3.5.4.2听 听When a person(s) (generally not more than one or two) is specifically named in a proposal by the Principal Investigator and funding calls for or is contingent upon having a qualified individual(s) named who is essential to the successful completion of the project, then normal recruitment procedures to fill that position(s) will not be necessary;
3.5.4.3听 听When an individual not currently employed by 最快开奖直播搅珠结果 has written a proposal and gained endorsement from a 最快开奖直播搅珠结果 faculty member/administrator to be the Co-Principal Investigator so named in the proposal, that individual may be named as Co-Principal Investigator without recruitment.
In all cases, the following points remain in force:
3.5.4.4听 听The positions occupied by employees who transfer from other institutions or who are hired under the above listed circumstances will be classified and paid in accordance within normal 最快开奖直播搅珠结果 policies;
3.5.4.5听 听It is understood that there is no guarantee of continued employment for employees hired and supported by externally funded grants or contracts beyond the termination of the original external support or the extension of that same fund source;
3.5.4.6听 听All current policies, procedures, and benefits of 最快开奖直播搅珠结果 apply to grant-funded employees, including classification, wage, and salary policies on any new positions or any positions where change of fund sources occurs; and
3.5.4.7听 听An employee originally hired and supported by an externally funded grant or contract will听be subject to all the usual affirmative action/equal employment recruitment guidelines when applying for a 最快开奖直播搅珠结果 supported position.
4.1听 听Verification of Right to Work. In accordance with the Immigration Reform and Control Act, each 最快开奖直播搅珠结果 institution shall verify the identity and right to work of all new employees no later than three business days from the beginning of employment.
4.1.1听 听Temporary Social Security Numbers. In those instances when a new employee has applied for a Social Security Number and has not yet received it, but provides a copy of the verification letter or other proof of application to Human Resources, a temporary identification number may be used.
4.1.2听 听Each institution will identify a process for reporting the status of any employee with a pending Social Security number application to Human Resources by November 15th each year. If no such notification is received, the employee will be unable to work and placed on Leave Without Pay until updated documentation of the application status is received by Human Resources. If documentation听indicates that the application for a social security number is in process, the employee may continue to work.
4.2听 听Background Review. Offers of employment are contingent upon completion of the background check.
4.2.1听 听Purpose - to support the verification of credentials, criminal history, credit status and other information related to employment decisions. As part of the hiring process, 最快开奖直播搅珠结果 requires disclosure of relevant employment, education, and criminal history information. In order to promote a safe workplace and academic environment, all new hires will be subject to background reviews. Background reviews are regulated by federal and state statutes, such as the Fair Credit Reporting Act, The Americans with Disabilities Act, and Equal Employment Opportunity legislation. Each 最快开奖直播搅珠结果 institution shall establish specific procedures for background reviews that shall be applicable to the job and consistent with the requirements of this policy.
4.2.2听 听Process. Background reviews are required for all new hires in status positions and full-time adjuncts, full-time volunteers, current employees who are changing jobs if the job requires a higher level of review. Background reviews are required of part-time adjuncts and volunteers, unless an exception is made by the institution鈥檚 Human Resources.听No exceptions may be made for adjuncts and volunteers in the following categories:
- Working or volunteering in youth skills camps
- Handling financial, student, or personnel data or information
- Handling confidential or sensitive data or information
- Handling cash, checks, and/or credit card transactions
- Providing services to anyone under age 18
- Possessing keys/codes or other means of entry to living or working spaces
- Working with hazardous materials
4.2.2.1听 听Upon receipt of a completed and signed authorization from the finalist/new hire, Human Resources will initiate the appropriate background review, based on the requirements of the position. Refusal on the part of a finalist/new hire to authorize the review will make the individual ineligible for employment or volunteer services.
4.2.2.2听 听Levels of Background Review. The level and content of review will be determined by Human Resources and will be based on the duties and qualifications of the job being filled. A standard background review contains a criminal history check, including a sex and violent offender registry check, and verification of identity, employment; and, if required by the position, academic credentials, professional certificates, tax payment check, credit check, and/or Department of Motor Vehicle report.
4.2.2.2.1听 听In the case of Foreign Nationals, in addition to the above reviews, a criminal check of their prior country of residence is required if their visa and/or authorization to work in the United States is prior to implementation of the Patriot Act, October 12, 2001.
4.2.2.2.2听 听Anyone hired to work or volunteer in youth skills camps must have a criminal background review each year, as outlined in the administrative rules for NH RSA 485-A, Env-Wq 909.05:24, including a background check in NH and each state of residency since age 18 and a check of the national sex offender public registry.
4.2.2.3听 听If 最快开奖直播搅珠结果 has performed any of the above verification or history checks on an individual within the past year or their break in service is less than 120 days, a new background review will not be required, unless there are areas of review required by the job that were not covered in the previous review.
4.2.2.3.1听 听Exception. Those hired to work or volunteer in a youth skills camp shall be required to undergo a background review each year.
4.2.3听 听Review Results. An offer of employment may be withdrawn as a result of the background review. When such occurs, Human Resources will provide a copy of the background review report to the finalist/new hire who works with the background review vendor to correct any errors in the report. In all other instances, Human Resources will provide a copy of the report upon request. If a review results in a finalist/new hire no longer being considered for employment, Human Resources will notify the hiring department.
4.2.3.1听 听Criminal convictions. Finalists/new hires are automatically disqualified if they have been convicted within the past five (5) years for any felony or violent misdemeanor (crimes against persons, simple assault, sex offenses, weapons violations, child abuse, and domestic violence).
4.2.3.2听 听Other Convictions. The existence of other convictions does not automatically disqualify a finalist/new hire from employment.
4.2.3.2.1听 听If the criminal history check reveals convictions which the finalist/new hire disclosed on the employment application, Human Resources will review the report, including any additional information the finalist/new hire provides, before making a determination regarding employment. Relevant considerations may include, but are not limited to, the nature and number of convictions, their dates, and the relationship the conviction has to the duties and responsibilities of the job.
4.2.3.3听 听If unreported convictions are revealed in the criminal history check, the finalist/new hire may not be hired, unless they demonstrate the report is in error.
4.2.3.4听 听Falsification of information on application materials will result in termination of employment or withdrawal of an employment offer. (See also USY V.C.4.2.3 above.)
4.2.4听 听Record Retention and Disposal. Human Resources will maintain records or other information generated by background reviews in confidential files.听
4.3听 听Starting Salary for Status Employees. The Chief Executive Officer shall establish a designation of authority听for determination and offer of initial salary. That salary shall comply with USY policies (USY V.F.8) and shall be made in consultation with Human Resources.
4.4听 听Confirmation of Employment. All written confirmations of employment are considered to be notices of appointment, rather than contracts. All such appointment confirmations are subject to the policies established by the BOT, Administrative Board, and institution, unless specifically written to the contrary.
4.4.1听 听Letters of appointment shall include the following information:
- Beginning date of hire
- End date of appointment, if appointed/funded for a specific time period
- Eligibility for benefits (as described in USY V.A)
- Annual salary or hourly rate, and pay distribution information
- Classified and/or operational job title
- A statement that employment is subject to policy and where appropriate to labor contract agreements
4.4.2听 听Letters of appointment for Executive Officers shall include the information described in USY V.C.4.4.1. In addition the letter may describe other conditions of appointment such as housing for CEOs,听notice period or other compensation arrangements. Such letters shall be reviewed and approved by the Chair of the BOT and 最快开奖直播搅珠结果 General Counsel before being issued.
4.5听 听Accommodations. The institutions shall appoint a representative responsible for The Americans with Disabilities Act (ADA) accommodation compliance. Reasonable accommodations shall be made consistent with the guidelines of ADA and may include modifying existing employment facilities to make them readily accessible and usable by individuals with disabilities, as well as job modifications including, but not limited to, job restructuring, modified work schedules, re-assignment to vacant positions, acquiring or modifying听equipment devices, adjusting or modifying examinations, training material or policies, providing qualified readers or interpreters or other similar accommodations.
4.6听 听Post Employment Physical Examinations. Jobs pre-designated as requiring heavy physical work will require a听post-employment offer medical exam. This will comply with policy outlined in USY V.C.12.
5.1听 听Each institution provides an employee orientation program. Information to be disseminated and delegation of other offices responsible for portions of orientation shall be determined by Human Resources.
6.听听听Appointments and Employment Relationships.
6.1听 听Definition. This section includes information about establishing position appointments and employment relationships and the types of relationships recognized within 最快开奖直播搅珠结果. All appointments and accompanying听conditions must comply with policy, regardless of funding source, unless otherwise covered by a Collective Bargaining Agreement (CBA).
6.2听 听Definitions of parameters important to each employment relationship.
6.2.1听 听Authority to Hire and Fire. All appointments are made by the Chief Executive Officer or their delegated authority.
6.2.1.1听 听Exceptions.
6.2.1.1.1听 听Executive Officers.听 The Chief Executive Officers (CEOs), the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions are appointed by action of the Board of Trustees (BOT).
6.2.1.1.2听 听Any Academic Administrator or other administrative appointment that includes the granting of tenure to a faculty position requires BOT approval.
6.2.1.1.3听 听BOT review and approval is required for initial faculty appointments that include tenure and for actions granting faculty tenure and promotions above the rank of Assistant Professor.听No such appointment can be effective until favorable action is taken by the BOT.
6.2.2听 听Benefits and Policy Eligibility. Each appointment shall be defined as hourly or salaried and status or adjunct. The definition of appointment status determines access to benefits and policies.
6.2.3听 听Hourly or Salaried. Based on standards described in the Fair Labor Standards Act (FLSA), each appointment will have a designation of hourly and eligible for overtime (non-exempt under FLSA), or salaried and ineligible for overtime (exempt under FLSA).
6.2.3.1听 听Compensation. Each appointment type has an applicable wage schedule, with the exception of faculty appointments which are determined by institutional policies or CBAs.
6.2.4听 听Appointment. Each appointment shall be designated as status or adjunct.
6.2.4.1听 听A status appointment is normally reserved for those with continued employment expectations which, however, shall not be construed to imply a commitment or a contractual obligation to provide employment. Status positions must be at least 75% time and are assigned a classification through the 最快开奖直播搅珠结果 classification process. Individuals with status appointments are eligible for 最快开奖直播搅珠结果 benefits consistent with BOT policy and other employment policies, including access to grievance procedures, unless they are otherwise covered by a CBA.
6.2.4.2听 听Adjunct appointments are temporary in nature, and/or less than 75% time, and exist primarily to allow 最快开奖直播搅珠结果 to meet emergency labor needs and offer no assurance, promise or intent of continuous employment; individuals hired in these appointments have no rights to formal grievance procedures and limited benefits as defined in policy.
6.2.4.3听 听With appropriate approvals and in accordance with other conditions (see USY V.F.7), status employees may accept adjunct appointments in addition to their status appointments.听 Each 最快开奖直播搅珠结果 institution shall establish reasonable limits on additional appointments for status employees and shall monitor such appointments to ensure compliance.
6.2.5听 听Duration and Commitment. Appointments are based on a Fiscal Year, which is 12 consecutive months, beginning each July 1 and ending the following June 30; or on an Academic Year of approximately nine months, with the exact dates being determined every year by each campus. The specific dates of percent-time appointments are determined each fiscal year, based on the calendar for that year.
6.2.5.1听 听Appointment Percentage for status appointments. Each status appointment is either full-time for the fiscal year (July 1 - June 30) or at least 75% of the fiscal year. Faculty academic year appointments with a full schedule shall be considered full-time appointments (100%).
6.2.5.1.1听 听Involuntary Percent-Time Reduction in Exempt and Non-Exempt Employee Appointments. In cases of involuntary, percent-time reduction in employee appointments, adequate notice of such reduction, in writing, will be given to the employee affected. The notice period will be at least听60 calendar days for employees when the percent-time reduction amounts to more than 10%, or when the reduction affects the employee's status, i.e., reduction to below 75%.
6.2.5.2听 听Appointment percentage for adjunct appointments. Adjunct appointments are generally non-exempt hourly, with a percentage based on the number of hours worked per week, based on a 40-hour work week.听 Salaried adjunct appointments are based on the number of full days worked per week, based on a five-day work week. Adjunct faculty appointments are based on the number of courses taught each semester.
6.2.5.3听 听Term Appointments.听Employee appointments may be established as a term appointment with a minimum duration of one year and normal maximum duration of three years. In situations requiring budgetary review and justification it may be possible for the term appointment to extend up to a total of five years.
6.2.5.4听 听Transitional Appointments.听Under certain circumstances, status employees may assume transitional appointments.
6.2.5.4.1听 听Temporary upgrade. The appointment of an employee to a higher classification. Such appointment normally includes an increase to the employee鈥檚 pay rate. If the appointment is for a period of six months or more, the higher rate becomes benefits-eligible.
6.2.5.4.2听 听Acting Appointment. An Acting Appointment is made at the initiation of the institution and is one in which the employee retains a significant proportion of their duties and responsibilities in the status position held when an acting appointment is made. Normally, such appointment is for a minimum ninety (90) days and a maximum of less than six months. The employee retains their former classification and benefits privileges accorded by the status appointment held at the time the acting appointment is made. Extra compensation for the appointment is paid by additional pay (see USY V.F.7.5.3).
6.2.5.4.3听 听Apprentice. When a new or current status non-exempt hourly employee does not meet the "journey" level qualifications of a trades or crafts position classification, an appointment is indicated by an "apprentice" suffix, such as "Electrician - Apprentice". The pay range for an apprentice is established two ranges below the pay range for the journey-level classification. Human Resources, in conjunction with the position's supervisor, will determine the initial pay rate within that range as well as any wage adjustments that may be given during the period of the apprenticeship. The supervisor, in conjunction with Human Resources, develops an apprentice program for the employee and includes formal guidelines for skill attainment and a prescribed course of instruction toward the attainment of experience and skills within the craft or trade. The apprenticeship program may take up to five years, and the apprentice suffix terminates when the incumbent reaches the "journey" level. When the apprentice meets the minimum acceptable qualifications for the job, they will be deemed to have received a promotion to the journey-level position.
6.2.5.4.4听 听Conditional Appointment. When a new employee or current status employee does not meet the minimum qualifications of a position classification, a conditional appointment may be considered. Such appointments are limited to classifications requiring specific educational or experience requirements. A development plan is designed by Human Resources, the hiring department, and the employee. The plan includes target dates for completion of educational levels, experience requirements, and/or benchmark skills, as applicable. A copy of the plan is normally kept in the employee鈥檚 employment file and periodically reviewed. The conditional appointment may take up to two years听 (see USY V.C.8.1)听 Although employees in introductory periods are normally not eligible for the tuition benefit (see USY V.A.4.7.2.2), employees in conditional appointments will have access to the tuition benefit for themselves if use of the tuition benefit is part of their development plan.
6.2.5.4.5听 听Interim Appointment. An Interim Appointment is a temporary appointment to a position for six (6) months or more and made at the initiation of the institution. If an employee is appointed, they do not retain a significant proportion of their duties and responsibilities in the status position they held when the interim appointment was made. An interim appointment of six (6) months or more may also be utilized when there is a temporary staffing need. In such cases, the individual appointed is not a current 最快开奖直播搅珠结果 employee at the time of assuming the duties of the interim appointment. The benefits calculation base is the annualized salary rate of the interim appointment for the duration of听that appointment. In the case of appointing a current employee, eligibility for all other benefits is derived from the employee鈥檚 original position.
6.3听 听Types of Employment Relationships.
6.3.1听 听Non-exempt Hourly. Status appointments that include administrative, crafts, certain technical, service, and maintenance employees, who are paid by the hour, are considered non-exempt under the Fair Labor Standards Act, and may be established for a specific time period. They are eligible for overtime and other additional pay as defined in USY V.F.7.3. Each appointment position has been through the institution classification process and assigned a classification, based on the specific job duties of the position. Each classification has an assigned pay range.
6.3.1.1听 听Benefits and Policy Eligibility. Status non-exempt appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in benefits programs according to the percentage of the appointment.
6.3.1.2听 听Additional Appointments. Non-Exempt employees may assume adjunct hourly appointments if they are outside the hours of their regular status appointments. In such cases, all hours worked will be combined for overtime purposes and a "blended" overtime rate applied. See USY V.F.7 for more specific information concerning the various circumstances surrounding the acceptance and payment of such appointments.
6.3.1.3听 听Duration and Commitment. The status appointment percentage is determined by the number of hours worked per fiscal year and is based on a typical full-time appointment.
6.3.2听 听Adjunct hourly (non-exempt) appointments. These appointments are paid by the hour and considered non-exempt under the Fair Labor Standards Act. They are eligible for additional pay such as overtime, stand-by pay, shift, and call-back pay as defined in USY V.F.7.3. There are three types of adjunct hourly staff: casual, part-time and temporary.
6.3.2.1听 听Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of hours scheduled to work per week against a 40-hour work week. They offer no assurance, promise, or intent of continuous employment.
6.3.2.1.1听 听Casual appointments may be reappointed each fiscal year without limit as long as no year exceeds a total of 200 hours.
6.3.2.1.2听 听Part-time appointments are less than 30 hours per week and can be renewed with no limit at the discretion of the hiring department.
6.3.2.1.3听 听Temporary appointments are 30 or more hours per week and may be renewed for up to three fiscal years.听At the end of the three years, the appointment ends, the appointment changes to part-time, or the appointment changes from adjunct to status.
6.3.2.1.3.1听 听Exception. Working in conjunction with Human Resources, the CEO or their designee may extend a full-time temporary appointment for up to a maximum total appointment of five fiscal years.
6.3.3听 听Student appointments. These appointments are adjunct in nature, paid by the hour, and considered non-exempt under the Fair Labor Standards Act. They are eligible for additional pay such as overtime and stand-by pay as defined in USY V.F.7.3. For all other purposes, persons having such appointments will be considered students. All College Work Study appointments must be approved by the campus鈥檚 financial aid department.
6.3.3.1听 听Benefits and Policy Eligibility. Adjunct student appointments have limited benefits other than those required by law (see USY V.A.3).
6.3.3.2听 听Duration and Commitment. Adjunct student appointments are appointed on an as-needed basis, with hours accommodating the student's academic class schedule.
6.3.3.3听 听Types of Student Appointments.
6.3.3.3.1听 听Student Hourly. Student employees whose compensation is charged to the direct labor budget of the department for which they work.
6.3.3.3.2听 听College Work-Study. Student employees whose compensation comes partially from federal funding sources administered by the campus鈥 financial aid department and partially from the employing department's direct labor budget.
6.3.4听 听Graduate Student Appointments. These are adjunct appointments made to a post-baccalaureate student admitted to the Graduate School. Graduate appointments require the recommendation of the appropriate department and approval of the appointment by the Graduate School.
6.3.4.1听 听Benefits and Policy Eligibility. Graduate Adjunct appointments have limited benefits other than those required by law (see USY V.A.3).
6.3.4.2听 听Duration and Commitment. Graduate appointments are established with specific appointment dates. Each type of graduate student appointment has limitations on the length of appointment.
6.3.4.3听 听Types of Graduate Appointments. Graduate appointments are assigned to teaching, research or other areas as needed. Appointments are made for one academic year, but may be renewable.
6.3.5听 听Exempt Employees (Non-Faculty). Exempt employees are status appointments to administrative positions such as directors, managers, and supervisors; professional positions, such as accountants, artists and engineers; and upper level technical staff such as information technologists and research engineers. These are salaried appointments, exempt under the Fair Labor Standards Act, and may be established for a specific time period. Each appointment position has been through the 最快开奖直播搅珠结果 classification process and assigned a specific classification based on the job duties of the position. Each classification has an assigned pay grade.
6.3.5.1听 听Benefits and Policy Eligibility. Status Exempt appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage.
6.3.5.2听 听Additional Appointments. Exempt employees may assume adjunct appointments if they are outside the appointment dates of their regular status appointments. See USY V.F.7 for more specific information concerning the various circumstances surrounding the acceptance and payment of such appointments.
6.3.5.3听 听Duration and Commitment. The status appointment percentage is determined by the number of days of the appointment per fiscal year and is based on a full-time appointment.
6.3.6听 听Adjunct Exempt Salary Employees (Non-Faculty) appointments. These are salaried, adjunct appointments that are exempt under the Fair Labor Standards Act. There are two types of adjunct salaried staff: part-time and temporary.
6.3.6.1听 听Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 50% or more are eligible to contribute to a retirement fund and to an individual medical plan for which there are no matching contributions by 最快开奖直播搅珠结果. Those who work 30 hours or more per week may be eligible for medical coverage under the Affordable Care Act (see USY.V.A.5.2).
6.3.6.2听 听Duration and Commitment. Adjunct appointments are appointed on an as-needed basis with the percentage calculated on the number of days scheduled to work against a 260-day work year. Such appointments offer no assurance, promise or intent of continuous employment.
6.3.6.2.1听 听Part-Time appointments can be renewed with no limit at the discretion of the hiring department.
6.3.6.2.2听 听Temporary appointments must be made for at least one fiscal year and must be at least 75% time (195 full-time days) and can be renewed for no more than three fiscal years. At the end of three years, the appointment ends, the appointment changes to part-time, or the appointment changes from adjunct to status.
6.3.6.2.2.1听 听Exception. Working in conjunction with Human Resources, the CEO or their designee may extend a full-time temporary appointment for up to a maximum total appointment of five years.
6.3.7听 听Executive Officers (EO) with the exception of Chief Executive Officers (CEOs), the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions. Executive Officers are status appointments to key administrative positions that have the highest level and broadest scope of authority and responsibility, including System-wide impact, within a 最快开奖直播搅珠结果 institution or the System Office, other than the CEO. These are salaried appointments and exempt under the Fair Labor Standards Act.
6.3.7.1听 听Benefits and Policy Eligibility. Executive Officer appointments provide 最快开奖直播搅珠结果 benefits consistent with BOT policy (see USY V.A.2 and other employment policies). Percent-time status appointments allow for participation in the benefits program according to the percentage.
6.3.7.2听 听Duration and Commitment. Executive Officers are appointed with the expectation of continuing employment.
6.3.8听 听Academic Administrators (AA).听 Academic Administrators are appointments to individuals with either primary or secondary responsibility for the administration of the activities of a major academic unit (school/college) or program of 最快开奖直播搅珠结果. Many, but not all听AA appointments include a faculty appointment within a particular department or discipline. AA appointments with tenure are authorized by the Executive Committee of the BOT. These are salaried appointments and exempt under the Fair Labor Standards Act.听AA are appointed on a fiscal year basis.
6.3.8.1听 听Benefits and Policy Eligibility. AA appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage.
6.3.8.2听 听Duration and Commitment. AA are exempt for purposes of salary policy and are appointed on a fiscal-year employment basis.
6.3.9听 听Extension Educators (EE). Extension Educators are status, professional staff of the 最快开奖直播搅珠结果 Cooperative Extension. EE employees are located at UNH and in each of the ten counties in New Hampshire. These are salaried appointments and exempt under the Fair Labor Standards Act. Their primary responsibility is the assessment, development, and implementation of continuing non-formal educational programs for the people of New Hampshire. They hold appointments in one of a series of EE or Extension Faculty ranks.
6.3.9.1听 听Authority to Hire and Fire. The BOT delegates EE appointments and appointment actions to the Chief Executive Officer or their delegated authority.
6.3.9.1.1听 听Exception. Any Extension appointment which includes the granting of tenure to a faculty position requires BOT approval.
6.3.9.2听 听Benefits and Policy Eligibility. Status EE appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures. Percent-time status appointments allow for participation in the benefits program according to the percentage.
6.3.9.3听 听Duration and Commitment. The status appointment percentage is determined by the number of days of the appointment per fiscal year and based on a typical full-time appointment of 260 days. All EE serve an introductory period through their first full year of employment, during which time they will have no recourse to grievance procedures if they are terminated for any legal reason (see USY V.C.8.1).
6.3.9.4听 听Extension Educator Ranks. The EE rank system is designed for all professional employees whose primary role is that of educator. Excluded from this ranking system are those Cooperative Extension specialists who hold academic appointment (Faculty rank) in academic departments. The ranks are as follows:
6.3.9.4.1听 听Extension Instructor. (Entry Level) The minimum educational requirements for initial appointment are Master's degree with no experience or Bachelor's degree in appropriate subject matter area with at least three years of relevant experience. The minimum time in rank when hired with a Master's degree is two years. When hired with only a Bachelor's degree, continued employment is contingent on obtaining a Master's degree within seven years of hire. The employee will have probationary status as an Extension Educator until the Master's degree is earned. Promotion to Assistant Extension Educator does not require the formal promotion process and occurs when the educator has obtained the Master's degree and two years of relevant experience.
6.3.9.4.2听 听Assistant Extension Educator. Shall have completed an advanced degree (at least Master's) with two years of relevant or Extension experience. Requires proven competence in subject matter areas, with evidence of ability to apply the process of determining client needs, to establish program priorities, to design/implement Extension educational programs, and to improve professional competence. The minimum time in rank for promotional purposes is five years.
6.3.9.4.3听 听Associate Extension Educator. Shall have completed an advanced degree (at least Master's) with seven years of relevant or Extension experience. Requires a proven high level of competence in subject matter areas, with evidence of a high level of ability to apply the process of determining client needs and establishing program priorities. Must also show evidence of creative performance in the design/implementation of Extension educational programs with state/regional recognition as an Extension Educator. The minimum time in rank for promotional purposes is six years.
6.3.9.4.4听 听Extension Educator. Shall have completed an advanced degree (at least Master's) with thirteen years of relevant Extension experience. Requires proven recognized outstanding leadership in appropriate subject matter areas, with evidence of outstanding ability to apply the process of determining client needs and establishing program priorities. Must also show evidence of a consistently high level of ability and competence in all phases of designing and implementing Extension educational programs with state, regional, and national recognition as an extension educator.
6.3.9.4.5听 听Extension Specialist. An Extension appointment which requires extensive training and expertise in a subject area but has no academic affiliation.
6.3.9.4.6听 听County Coordinator. There are four levels of EE rank classifications to identify those individuals who are county EE, are located in each of the ten counties, and have administrative responsibilities. Such individuals have the suffix "County Coordinator" after their EE rank, and are assigned a salary range higher than that of regular EE rank to compensate for their additional duties. Example: Associate EE/County Coordinator.
6.3.9.5听 听Extension Faculty Ranks. Extension faculty have specialized training and experience in an academic discipline and provide disciplinary expertise and educational curriculum for Cooperative Extension outreach programs, and they have proficiency in program development and evaluation, group process and facilitation and leadership development. A Master鈥檚 degree and extensive training and experience are minimum requirements for Extension Faculty. A Doctorate is preferred. Individuals are eligible for appointments in the Extension faculty track when their appointments are within an academic department/program. They are not eligible for sabbatical leave or tenure, but do follow the Extension Educator ranking system promotion guidelines, overseen by the Extension Educator Promotion Committee.
6.3.9.5.1听 听Extension Instructor and Extension Specialist. (Entry Level) The minimum time in rank when hired with a Master鈥檚 degree is two years. Promotion to Assistant Extension Professor does not require the formal promotion process and occurs when the individual has obtained two years of relevant experience.
6.3.9.5.2听 听Extension Assistant Professor and Extension Specialist. Shall have completed an advanced degree (at least Master's) with two years of relevant or Extension experience. Requires proven competence in subject matter areas, with evidence of ability to determine client needs, to establish program priorities, to design/implement Extension educational programs, and to improve professional competence.
6.3.9.5.3听 听Extension Associate Professor and Extension Specialist. Shall have completed an advanced degree (at least Master's) with several years in teaching/Extension work. Requires a proven high level of competence in subject matter areas, with evidence of a high level of ability to determine client needs and to establish program priorities. Must also show evidence of creative performance in the design/implementation of Extension educational programs with state/regional recognition as an Extension Educator.
6.3.9.5.4听 听Extension Professor and Extension Specialist. Shall have completed an advanced degree (earned doctorate) with many years of teaching/extension or related work. Requires proven recognized outstanding leadership in appropriate subject matter areas, with evidence of outstanding ability to determine client needs and to establish program priorities. Must also show evidence of a consistently high level of ability and competence in all phases of designing and implementing Extension educational programs with state, regional and national recognition as an extension educator.
6.3.10听 听Benefits and Policy Eligibility. Adjunct Extension appointments have limited benefits other than those required by law (see USY V.A.3). Appointments of 50% or more are eligible to contribute to a retirement fund. Those who work 30 hours or more per week may be eligible for medical coverage under the Affordable Care Act (see USY.V.A.5.2).
6.3.10.1听 听Duration and Commitment. Adjunct Extension appointments are appointed on an as-needed basis with the percentage calculated on the number of days scheduled to work against 260-day work year.
6.3.10.1.1听 听Extension Lecturer. The employment category of Extension Lecturer is an appointment of temporary, adjunct nature to cover persons employed for a period of less than one year.
6.3.11听 听Tenure Track Academic Faculty & Librarians (full-Time). Status faculty and librarians who have demonstrated scholarly and professional competence in a recognized academic discipline or service and who are engaged in teaching and/or research pertaining to teaching are considered academic faculty. These are salaried appointments and exempt from the Fair Labor Standards Act.
6.3.11.1听 听Benefits and Policy Eligibility Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures, unless they are otherwise covered by a CBA.
6.3.11.2听 听Duration and Commitment. Each status academic faculty and librarian appointment is either for the academic year (as defined by each institution) or the fiscal year. Faculty and librarian academic year appointments with a full schedule shall be considered full-time appointments (100%). Fiscal year appointments can be full-time for the fiscal year (July 1 鈥 June 30) or a percentage of the fiscal year. It is understood that persons holding an academic year appointment as full-time faculty members hold professional annual appointments which may include responsibilities or requests for professional contributions outside of the "active" dates of appointment. Prior to attaining tenure, status academic faculty appointments have one-year appointment terms which may be renewed. Policy, faculty handbooks and/or CBAs may specify conditions, reviews and maximum time frame for reappointment without tenure (see USY V.C.6.3.11.4). However, it is expected that non-renewal may occur for any reason that is not based upon illegal discrimination. Notice periods for non-renewal shall be defined in campus policy, faculty handbooks and/or CBAs.
6.3.11.3听 听Academic Faculty Rank. An individual with an appointment as Instructor, Assistant Professor, Associate Professor, or Professor is recognized as holding academic rank in a particular college, school or academic division of an institution of the 最快开奖直播搅珠结果. An individual who is not a member of the faculty but who is appointed to an administrative position may be accorded academic rank by the campus CEO, upon recommendation and/or concurrence of the appropriate campus academic officers/departments. A tenured member of the Faculty appointed to an administrative position will normally maintain their previous academic rank and tenure. Specific requirements for awarding of rank are included in CBAs or faculty handbooks as appropriate. Appointments to academic rank are made within the following guidelines:
6.3.11.3.1听 听Instructor: The initial academic rank for "tenure track" and shall be reserved for persons who have made substantial progress toward completion of formal advanced study appropriate to the area of expertise (discipline/field of study) or level of the program of instruction.
6.3.11.3.2听 听Assistant Professor: Shall have completed a terminal degree appropriate to their field and shall have had successful teaching or other relevant experience.
6.3.11.3.3听 听Associate Professor: Shall have attained a terminal degree, have had several years of successful teaching or other relevant experience, and shall have shown evidence of professional development and scholarly interest.
6.3.11.3.4听 听Professor: Shall have a background of successful teaching and research, marked听by the perspective of maturity and experience, and some outstanding creative attribute recognizable in the academic world as a special asset to an institution of higher education.
6.3.11.4听 听Faculty Tenure. This appointment is reserved for those full-time academic ranked faculty who will be subject to campus policy, guidelines and where applicable, CBAs, regarding tenure. Subject to the exception set forth in USY.V.C.6.3.11.4.1 below, such appointments are made only to positions funded entirely by Education and General (E&G) funds, a designated endowment, or some combination of those two.
6.3.11.4.1听 听Exception. A campus may appoint faculty to tenure track positions partially funded from sources other than E&G funds or a designated endowment only under the following conditions:
- Has a policy enabling such appointments.
- The policy establishes a prudent limitation on the proportion of funding for any such position which may come from sources other than E&G funds or a designated endowment.
- The policy clearly states that the reduction or loss of funding from sources other than E&G funds or a designated endowment may occur: (i) at any time; and (ii) without prior notice to the faculty member.
- The policy clearly states that the reduction or loss of funding from sources other than E&G funds or a designated endowment may not be the basis of a faculty member's grievance through any internal process, except to the extent such loss or reduction is alleged to be the result of illegal discrimination.
- The policy clearly states that in the event of the reduction or loss of funding from sources other than E&G funds or a designated endowment, the institution may, at its sole discretion, reduce the percent time attribute of the position by an amount sufficient to account for the reduction or loss of funding.
- The appointment letter to the faculty member clearly states the amount of salary that is subject to reduction or elimination even while the faculty member may continue to hold the tenure track appointment.
- The appointment letter to the faculty member clearly states that the institution is under no obligation to replace reduced or lost funding from sources other than E&G funds or a designated endowment.
6.3.11.5听 听Faculty Fellow. A faculty member may be temporarily appointed as a Faculty Fellow to an administrative office or assigned special tasks on behalf of the institution. Such an individual retains their status and benefits as a faculty member. Alternatively, they may receive additional compensation and/or release time for such responsibilities (see USY V.F.7.4.2.1).
6.3.12听 听Research Faculty. Research Faculty are those status faculty who have research as their principal assignment. These are salaried appointments and exempt under the Fair Labor Standards Act. They are not eligible for sabbatical leave or tenure. (USY V.C.6.3.11.4).
6.3.12.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures, unless they are otherwise covered by a CBA. Percent-time status appointments allow for participation in the benefits program according to the appointment percentage.
6.3.12.2听 听Duration and Commitment. Research Faculty appointments are subject to the duration and conditions of a research project.
6.3.12.3听 听Research Faculty Rank. Faculty rank is applicable to research faculty.
6.3.12.3.1听 听Research Assistant Professor shall have completed formal advanced study appropriate to their field and shall have demonstrated success in carrying out externally funded research.
6.3.12.3.2听 听Research Associate Professor shall have completed formal advanced study, had several years of successful research experience, and have shown clear evidence of their ability to conceive and perform independent research and to obtain external funding for their research.
6.3.12.3.3听 听Research Professor shall have a background of successful research, marked by maturity and experience, that has earned them a national and/or international reputation in the field.
6.3.13听 听Clinical Faculty. Clinical faculty are status faculty who have specialized training and experience in a professional field. These are salaried appointments and exempt from the Fair Labor Standards Act. It is expected that clinical faculty have expertise in three areas in a clinical or practice setting: direct services to clients, supervision, and teaching. They assist students to acquire the skills needed in a professional environment. They are not eligible for sabbatical leave or tenure.
6.3.13.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2), consistent with BOT policy, and for other employment policies, including access to grievance procedures.
6.3.13.2听 听Duration and Commitment. Clinical faculty appointments are made for a one to five year term and are renewable.
6.3.13.3听 听Clinical Faculty Rank. Faculty rank is applicable to clinical faculty.
6.3.13.3.1听 听Clinical Instructor. This rank is for a faculty member who holds current licensure/certification as appropriate to the field.
6.3.13.3.2听 听Clinical Assistant Professor. The initial rank for a faculty member who has successful teaching or other relevant experience, holds current licensure/certification as appropriate to the field, and has significant professional experience post Master's degree in the appropriate field.
6.3.13.3.3听 听Clinical Associate Professor. This rank requires several years of successful teaching or other relevant experience, shown evidence of professional leadership and scholarly activity, and holds current licensure/certification as appropriate to the field.
6.3.13.3.4听 听Clinical Professor. This rank requires a background of successful teaching, marked by the perspective of maturity and experience, an outstanding creative attribute recognizable in the professional and academic world as a special asset to the campus, and holds current licensure/certification as appropriate to the field.
6.3.14听 听Part-time Status Faculty with Academic Rank. Part-time faculty hired into non-tenure track appointments for an academic year. These are salaried appointments and exempt from the Fair Labor Standards Act. Such faculty are not eligible for tenure or sabbatical leaves.
6.3.14.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for other employment policies, including access to grievance procedures.
6.3.14.2听 听Duration and Commitment. Part-time status faculty appointments are made for a specific academic year and are renewable, as applicable by campus policies.
6.3.14.3听 听Faculty Rank. Campus policy will determine the appropriate faculty rank for part-time status faculty.
6.3.15听 听Lecturers. Faculty hired into non-tenure track lecturer appointments for a specific period of time. These are salaried appointments and exempt from the Fair Labor Standards Act. Such faculty are not eligible for tenure or sabbatical leaves.
6.3.15.1听 听Benefits and Policy Eligibility. Status appointments are eligible for 最快开奖直播搅珠结果 benefits (see USY V.A.2) consistent with BOT policy and for employment policies, including access to grievance procedures unless covered by a CBA.
6.3.15.2听 听Duration and Commitment. Lecturer appointments are made for a specific period of time and are renewable, as applicable by campus policies and applicable CBAs.
6.3.15.2.1听 听Contract status lecturers are hired for at least one academic year.
6.3.15.2.2听 听Resident Artists are faculty providing practical instruction in the performing, creative, and visual arts, when the interest of the faculty member or the demand for such faculty requires less than a permanent position. The appointment period may be indefinite unless otherwise restricted by campus policy or CBAs.
6.3.16听 听Adjunct Faculty, including adjunct librarians. These are salaried adjunct appointments and exempt from the Fair Labor Standards Act. These faculty are engaged in teaching and/or academic research.
6.3.16.1听 听Benefits and Policy Eligibility. Adjunct appointments have limited benefits other than those required by law (see USY V.A.3). Those who work 30 hours or more per week may be eligible for medical coverage under the Affordable Care Act (see USY.V.A.5.2).
6.3.16.2听 听Duration and Commitment. Adjunct faculty appointments are appointed on an as-needed basis with the percentage calculated on the number of courses they teach each semester.
6.3.17听 听Special Employment Situations.
6.3.17.1听 听Contract Appointments. The CEO of the institution or their designee shall have the authority to extend an employment contract to employees listed below to cover up to five years of employment. These contract appointments differ from normal appointments in that a set term of employment may be specified, subject to 最快开奖直播搅珠结果 policy on reduction-in-force and other policies not related to the evaluation of job performance. Contract appointments for Directors of Athletics and Athletic Coaches are subject also to compliance with NCAA regulations.听Examples of those eligible for such appointments are:
- Directors of Athletics
- Athletic Coach I, II, III
- Any exempt classified coach designated as "Head Coach"
- Advancement employees at the executive level or whose performance goals are in large part objective measures.
6.3.17.1.1听 听It is expected that such contracts may include either (1) a salary commitment of only one year at a time, subject to the annual salary increase guidelines; or (2) a specified salary commitment for each year of the contract.
6.3.17.1.2听 听Compensation commitments will be based on the salary range for the position classification. Contract language may also make one-time bonus incentives conditional on specified performance standards. Contract language may include supplemental income in lieu of perquisites such as employer paid cars, or golf club memberships. For Directors of Athletics and Athletics Coaches contracts may include options for income based on additional services such as summer camps and appearances.
6.3.17.1.3听 听Unless authorized by the process noted below, contract language may not include:
- Deferred compensation
- Salary increases which would result in a direct annual salary in excess of the 10% of the classified pay range
- Total salary level (supplemental salary and direct salary, but not including the value of employee benefits) in excess of the 75th percentile of an agreed upon comparison group by institution and by sport; and/or in excess of 75% of the institutional CEO salary
- Outside income paid by booster or foundation groups
- Automobiles, housing allowance, or other in-kind forms of compensation
6.3.17.1.4听 听It is anticipated that institutional strategic considerations may sometimes require compensation terms in excess of the delegated authority of the CEO. In such cases the Administrative Board may authorize the exception after consultation with Human Resources. Such request shall be accompanied by a rationale for the proposal including comparative compensation data and the basis for continuing compliance with legal requirements including Title IX, Title VII, and the Equal Pay Act.
6.3.17.2听 听Employees not covered by the Fair Labor Standards Act (FLSA). Some employees, such as听those teaching, working summer camp jobs, or serving as residence hall assistants, are exempt from the FLSA and may be paid stipends for their work.
6.3.17.3.4听 听Exclusions. Provisions of this policy do not apply to employees who are members of CBAs.
6.4听 听Non-Employment Relationships. A category of persons who have informal service relationships with 最快开奖直播搅珠结果 institutions.
6.4.1听 听Affiliate Faculty with Rank. Those faculty from a different college/department than the appointment location, or from outside the college/university who volunteer their time to the college/university's education, research, and/or service activities on a limited-time basis. Affiliate faculty may be titled Affiliate Instructor, Affiliate Assistant Professor, Affiliate Associate Professor, or Affiliate Professor, based on experience as determined by the campus.
6.4.1.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits, except those that 最快开奖直播搅珠结果 is legally obligated to provide.
6.4.1.2听 听Duration and Commitment. The time period for the appointment is for one to three years and is renewable as determined by campus administration.
6.4.2听 听Visiting Faculty. Visiting faculty members are individuals who hold regular faculty appointments at other institutions of higher education and who contribute to the educational or research activities of a 最快开奖直播搅珠结果 institution, either full-time or part-time. Visiting faculty may be appointed as Visiting Instructor, Visiting Assistant Professor, Visiting Associate Professor, or Visiting Professor, as determined by the institution.
6.4.2.1听 听Benefits and Policy Eligibility. The relationship involves full, part-time, or no compensation. These appointments are only eligible for benefits consistent with BOT policy (see USY V.A.3.1) and employment policies, and those benefits that 最快开奖直播搅珠结果 is legally obligated to provide.
6.4.2.2听 听Duration and Commitment. The time period for the appointment is determined by campus administration. All such appointments shall be for one semester or one academic year and shall be renewable. Visiting faculty members do not normally accrue time toward tenure at their visiting campus.
6.4.3听 听Clergy.
6.4.3.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits, except the tuition benefit. The Vice President/Dean of Student Affairs verifies their eligibility for the Tuition Benefit for themselves and/or spouse and dependent children under policy (see USY V.A.9).
6.4.4听 听R.O.T.C. Members of the United States Armed Services who fulfill instructional responsibilities under the aegis of the formal R.O.T.C program.
6.4.4.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits, except those benefits 最快开奖直播搅珠结果 is legally obligated to provide and the tuition benefit. The Vice President/Dean of Student Affairs verifies their eligibility for the Tuition Benefit for themselves and/or spouse and dependent children under policy (see USY V.A.9.1.3).
6.4.5听 听Volunteers. Persons in each 最快开奖直播搅珠结果 institution鈥檚 community and members of the 最快开奖直播搅珠结果 community may volunteer their service to an institution. Status and adjunct employee鈥檚 volunteer work must be different than the work for which they are compensated by 最快开奖直播搅珠结果. As volunteers they normally will not receive any direct or indirect compensation and must comply with all 最快开奖直播搅珠结果 policies.
6.4.5.1听 听Benefits and Policy Eligibility. Appointees in this category are not remunerated by or through the 最快开奖直播搅珠结果 payroll and are not eligible for benefits except for those that 最快开奖直播搅珠结果 is legally obligated to provide.
6.5听 听Retiree Relationships.
6.5.1听 听Retirees. Those who retire from the University System at age 62 or older and have 10 or more years of service are considered 最快开奖直播搅珠结果 retirees. See Retiree definitions in USY V.C.9.2.1.
6.5.1.1听 听Privileges. The privileges of retirees are defined by each institution.
6.5.1.2听 听Adjunct employment after Retirement. Employment may be part-time or full-time. The availability and specific work assignment after retirement must be mutually acceptable to both the retiree and department and appropriate administrative approvals on a year-to-year appointment basis. Retirees are not eligible for benefits except those benefits 最快开奖直播搅珠结果 is legally obligated to provide.
6.5.2听 听Emeritus Appointments.
6.5.2.1听 听All tenured members of the faculty who retire from the 最快开奖直播搅珠结果 after 10 or more years of service may be nominated for emeritus appointment to the CEO by institutional processes for emeritus appointment. As a continuing member of the University or College community, the emeritus faculty member shall have privileges as defined by campus policy. The CEO will exercise final approval of emeritus status.
6.5.2.2听 听Extension Educators. All Extension Educators who retire from the 最快开奖直播搅珠结果 after 10 or more years of service may be approved by the CEO of the University of New Hampshire for emeritus appointment. As a continuing member of the University community, the emeritus Extension Educator will have the privileges as defined by Extension Services.
6.5.2.3听 听Staff. Occasionally other members of the 最快开奖直播搅珠结果 may receive an emeritus appointment听by听approval of the institution's CEO. Specific privileges accorded to individuals who hold such appointments will be at the discretion of the institution's CEO.
7.1听 听Goal. Good employment practice embraces the concept that formal performance review is: (a) a means of constructively analyzing the efforts of individuals, (b) a means of determining where improvement is necessary, and (c) a procedure by which communication is enhanced, thus providing a forum for guidance and coaching to promote the growth of employees. 最快开奖直播搅珠结果 expects high standards of performance from employees in accordance with both institutional objectives and the statements of job responsibilities. Each institution has the responsibility to provide employment conditions which encourage professional growth and听productivity.
7.2听 听Review Criteria. Reviews shall be based upon established goals and objectives, as well as such criteria as听professional competency, initiative, and collaborative working relationships. Factors of a general nature may be supported by specific goal and objective achievement or may be dealt with in a broader context.
7.3听 听Institutional Responsibility. CEOs of each institution are responsible for establishing the course and direction of performance reviews for status employees within their organization. Procedures and guidelines shall be based on job requirements and expectations.
7.3.1听 听Supervisor's Responsibility. When an employee is hired or changes jobs, the supervisor explains听the requirements of the new job. Job expectations may include such areas as quality of work, reliability, initiative, judgment, attainment of knowledge and skills, and meeting goals.
7.4听 听Responsibilities for Performance Reviews
7.4.1听 听Performance Review of Executive Officers. The CEO or designee conducts reviews of Executive Officers.
7.4.2听 听Performance Review of Faculty. The review process regarding faculty will be established by each campus. Where collective bargaining agreements exist, contract procedures will take precedence.
7.4.3听 听Performance Review of Staff. Employees will strive to create an environment conducive to satisfactory performance and professional development. Supervisors are responsible for scheduling and听conducting written reviews and sharing them with the appropriate administrator. In cases where other supervisors assign and review an employee's work, they may also contribute to the process.
7.5听 听Performance Review Process. It is intended that performance review be a continuing process.
7.5.1听 听During the review period, meetings shall be held between the supervisor and employee to discuss the employee鈥檚 performance. These meetings give the employee and supervisor a formal opportunity to mutually assess job goals and to determine any changes that may be necessary.
7.5.2听 听During this process, the employee and their supervisor will strive to develop objectives and responsibilities for the year.
7.6听 听Timing and Frequency of Performance Reviews. Except as otherwise provided in this section, formal written reviews for employees will occur at least annually at a time determined by the institution.
7.6.1听 听New Hires. A performance evaluation review shall be conducted after five and one half months, and then, annually during the designated evaluation period.
7.7听 听Uses of Performance Review.
7.7.1听 听Written performance evaluations reviews shall be maintained in the official employment file as a record of the employee鈥檚 performance history.
7.7.2听 听Decisions concerning distribution of performance-based salary increases shall be based on performance reviews, as well as other criteria, such as ongoing dialogue and feedback and/or specific metrics and events.
7.7.3听 听Decisions regarding professional development and training may be made using performance review objectives and information.
7.7.4听 听Performance reviews provide evidence for such employment actions as promotion, transfer, probation, discipline and/or termination.
8.听听听Performance Related Employment Actions 鈥 Status Employees. Assessment of employee job performance and performance-related employment action is subject to听application of the following听policies, and are听dependent on the individual situations as described below.听Supervisors are responsible for documenting job requirements and expectations of a position, and for monitoring the employee鈥檚 progress in meeting those job requirements and expectations. Human Resources can provide guidance any time a supervisor needs assistance, and must be consulted in certain circumstances as detailed in this USY V.C.
8.1听 听Introductory Period for Newly Hired Employees.听All new employees in status positions (including any former 最快开奖直播搅珠结果 employee听who is hired following an employment break greater than one year) serve an introductory period of six months. The intent is to provide the time needed to do a concentrated review of the new employee's performance and to determine if the individual is able to meet job requirements (see also USY V.F.8).
8.1.1听 听Introductory Period Rights and Conditions. All rights and privileges of employment granted by 最快开奖直播搅珠结果 policy are available to employees during the introductory period, with the exception of the use of the grievance procedure to appeal termination for inability to meet the requirements of the position.听Employees in the introductory period will receive performance feedback from their supervisor, but will not be provided with a probationary period under section USY V.C.8.2 except in the exceptional circumstances where the introductory period is extended.听Employees in an introductory period are not normally eligible for promotion until the end of the introductory period.
8.1.2听 听Length of Introductory Period.
8.1.2.1听 听Employees other than Extension Educators will have their performance reviewed prior to the end of six months to determine suitability for continued employment. If more time is needed, a supervisor may request that Human Resources extend the introductory period; in such case, the employee will be in probationary status and must have a written performance improvement plan and notice of termination as described in USY V.C.8.2.2. Such extensions may be granted for a period no longer than one year from the date of initial appointment. By the end of the extension, another performance review must be conducted.
8.1.2.2听 听Extension Educators will be given a one-year introductory period. If the employee鈥檚 performance is satisfactory at the end of the introductory period, an opportunity to continue employment is extended.
8.1.2.3听 听Medical Leave. If the employee takes an approved medical and/or parental leave during the initial introductory period, the length of the introductory period is automatically extended by the length of the leave. Extensions longer than one year from the date of initial appointment will be granted only in exceptional cases and must be approved by the institution鈥檚 Chief Human Resources Officer/HR Director.
8.1.2.4听 听Early Termination of Introductory Period.听In cases where the employee's performance is unsatisfactory and it is clear to the supervisor that the employee will not have a successful introductory period, the supervisor, with the approval of the institution's Chief Human Resources Officer/HR Director, may terminate employment prior to the end of the introductory period with evidence of performance discussion but without need for conducting a formal performance review.
8.2听 听Unsatisfactory Employee Performance.听It is the responsibility of the supervisor to identify issues resulting in unsatisfactory performance and/or unacceptable workplace behavior.听Prior to the initiation of any written warning, suspension, a probationary period, or termination, the supervisor must review the situation and options with Human Resources.
8.2.1听 听Warnings and Suspensions. Disciplinary actions may be taken as a result of poor work performance or other unacceptable workplace behavior. Discipline may include oral or written warnings and听suspensions. Such disciplinary actions are not necessarily intended to be sequential.
8.2.1.1听 听Warnings. Oral or written warnings are disciplinary actions that inform employees of unacceptable behavior or unsatisfactory job performance; they may include detail of听actions necessary to improve performance or behavior. Oral warnings may be given as needed.听Written warnings require review by Human Resources and are听placed in the official employment file for the purpose of documentation. Written warnings听may include a limit on the length of time that the document is in the file, or it may become part of the next performance review, as appropriate.
8.2.1.2听 听Suspension. Suspension is an involuntary unpaid leave of absence ranging from one to five days, depending on the severity of the offense. Suspensions require review by Human Resources and are placed in the official employment file for the purpose of documentation. Written notification of suspension shall include the reasons for the action. Benefits for the employee will continue during suspension.
8.2.2听 听Probationary Period. The probationary period is used when the introductory period has ended and an employee's performance or behavior has fallen below acceptable standards. Probationary status includes a written performance improvement plan and the time allocated for improvements. The purpose of a probationary period is to provide a structured environment for constructive feedback and change.
8.2.2.1听 听Conditions
8.2.2.1.1听 听Supervisors shall consult Human Resources prior to any communication of probationary status to the employee.
8.2.2.1.2听 听Probationary status shall include a good faith effort to meet performance expectations. A written description of expectations and necessary corrective actions to be achieved during a designated probationary period will be provided to the employee in the performance improvement plan.
8.2.2.1.3听 听The probationary period is normally thirty calendar听days, but may vary in length depending on the number of years of satisfactory prior service and the severity of the situation. If the employee is not demonstrating a good faith effort to correct performance during the probationary period, or performance is worsening, termination of employment may occur before the end of the designated probationary period with听approval of the institution's Chief Human Resources Officer/HR Director.
8.2.2.1.4听 听Absent exception from the institution's Chief Human Resources Officer/HR Director,听the written performance improvement plan will include notice that termination will occur if the employee does not meet expectations and necessary corrective actions as detailed in the performance improvement plan. In such case, the probationary period will run concurrently with the Notification Period.
8.2.2.1.5听 听Any performance reviews completed by the supervisor during the probationary period will be provided to the employee, with a copy for the official employment file.
8.2.3听 听Demotion. A demotion is an action which results in the involuntary change of an employee鈥檚 position to another position or by reclassification in a lower pay grade. Demotion is not recommended for any individual who has not yet completed their introductory period. For salary assignment see USY V.F.8.5.
8.2.3.1听 听Service Credit. Employees who are demoted to a different position, either within the same 最快开奖直播搅珠结果 institution or another 最快开奖直播搅珠结果 institution, will suffer no loss of years of service credit.
8.2.4听 听Involuntary Termination Due to Unsatisfactory Performance.听When evaluative and constructive discipline fail and performance continues to not meet acceptable standards after demonstrable effort on the part of the supervisor to resolve the problems, termination of employment may result. The supervisor has the authority to terminate employment for documented performance reasons, in consultation with Human Resources.
8.2.4.1听 听Employment Termination听Process
8.2.4.1.1听 听Notice and Opportunity to Respond.听The supervisor and/or responsible administrator shall provide the employee with a written statement of how performance does not meet acceptable standards, including the result of the performance improvement plan if applicable.听The employee will be given an opportunity to respond and provide any additional information before a decision on whether to terminate employment is made.
8.2.4.1.2听 听Termination. If consideration听of the employee's response pursuant to USY V.C.8.2.4.1.1 does not provide basis for continued employment, the supervisor, in conjunction with Human Resources, will听terminate employment and may ask the employee not to report to work during the Notification Period (see USY V.C.8.2.4.1.3).听A letter of termination will be given to the employee indicating the reason(s) for termination and shall include the appropriate Notification Period听and the procedure for utilizing the grievance procedure if applicable.
8.2.4.1.3听 听Notification Period. Employees not covered by a collective bargaining agreement who have successfully completed their introductory period (see USY V.C.8.1)听shall be provided with 45听calendar days鈥 notice (or salary in lieu of notice) of termination due to performance.听Employees not covered by a collective bargaining agreement who are in their introductory period (including extended introductory periods as described in USY V.C.8.1) shall be provided with 30 calendar days鈥 notice (or salary in lieu of notice) of termination due to performance. Probationary periods may be included in calculating the Notification Period, as detailed in听USY V.C.8.2.2.1.4).
8.2.4.1.4听 听Payout. Upon termination of employment for performance-related reasons, any wages due for work performed will be paid within 72 hours of the effective date of termination or as otherwise required by law. Accrued and unused Earned Time, Vacation, Personal Time or any other 鈥済randfathered鈥 最快开奖直播搅珠结果 paid leave time will be paid according to policy, and such time shall not be counted as part of the notification period. Employees who have received notice of termination for performance-related reasons are not eligible to receive compensation under any employment separation program.
8.2.4.1.5听 听Involuntary Termination Appeal Process. An employee not covered by a CBA (who is not in the introductory period) who wishes to appeal an involuntary termination of employment should utilize the grievance procedure. Notice of right to grievance procedures and time limitations will be included in the written letter of termination. An employee appealing a termination of employment may be placed on leave of absence without pay. Failure to initiate the grievance procedure within 10 calendar days of the receipt of the letter听of termination will be considered a direct affirmation that the employee does not wish to appeal the termination.
8.2.4.1.6听 听Exceptions and Agreements. Termination of employment due to performance that requires exceptions to policy shall require the approval of the institution's听Chief Human Resources Officer/HR Director. A settlement or waiving of legal claims requires the approval of the 最快开奖直播搅珠结果 General Counsel.
8.2.5听 听Involuntary Termination for Destructive or Detrimental Action, such as Insubordination/Guilt in a Crime/Grievous Act.听When an employee's actions are so destructive or detrimental that they cannot be tolerated, the employee may be terminated immediately without further notice. A written statement of the reasons for termination shall be provided to the employee as quickly as practicable, but the requirements of constructive discipline and the Notification Period shall not apply.
8.2.5.1听 听Serious Crime. An employee may be terminated if they admit guilt or are found guilty of a serious crime that demonstrates unfitness for continued employment within 最快开奖直播搅珠结果.
8.2.5.2听 听Insubordination. An employee may be terminated for a serious act of insubordination, such as refusal to carry out job responsibilities or refusal to acknowledge the legitimate authority of the supervisor or the organization.
8.2.5.3听 听Grievous Acts. An employee may be terminated for serious grievous acts of violation of policy including but not limited to Employee Relations & Safety policies (see USY V.D).
8.2.5.4听 听Status Pending Resolution of Criminal Charges. Depending on the specific circumstances involved, an employee may be placed on a Leave of Absence without Pay or Leave of Absence with Pay by Human Resources pending the resolution of a grievance or a criminal charge. Other employment action may be taken when appropriate, including but not limited to termination of employment.
8.2.5.5听 听Authority.
8.2.5.5.1听 听Employees not covered by a collective bargaining agreement (CBA) may be terminated by the authority of the appropriate supervisor or administrator in conjunction with Human Resources subject to the conditions described in this policy.
8.2.5.5.2听 听Employees covered by a CBA听may be terminated by the institution subject to the conditions outlined in the applicable CBAs.
8.2.5.6听 听Process.
8.2.5.6.1听 听Upon making a determination that one of the above actions described in USY V.C. 8.2.5.1-8.2.5.4 has occurred, a supervisor must consult with Human Resources and give the employee an opportunity to provide an explanation or evidence relating to the accusations.
8.2.5.6.2听 听The supervisor or administrator will review such information and may make a decision to use a method of discipline (see USY V.C.8.2), or in conjunction with Human Resources, terminate the employment of the employee immediately.
8.2.5.6.3听 听Termination of Employment. If termination of employment occurs, a written statement of the reasons for termination shall be provided to the employee as quickly as practical, but the requirements of constructive discipline shall not apply. Such statement shall include the right to use the grievance procedure.
8.2.5.7听 听Payout.听Any wages due for work performed will be paid within 72 hours of the termination date or as otherwise required by law.听Accrued Earned Time, Vacation, Personal Time or any other "grandfathered" 最快开奖直播搅珠结果 paid leave time听will not be paid upon termination for Destructive or Detrimental Action, such as Insubordination/Guilt in a Crime/Grievous Act.
8.2.5.8听 听Grievance. An employee terminated under this provision may utilize the grievance procedure (see USY V.D.1), excluding the purpose of re-litigating a criminal conviction. The normal grievance procedure may be used to grieve due process and to grieve the determination that the accusation fit the description(s) provided in this policy.
8.2.6听 听Termination of Employment Due to Failure to Return from Leave/Job Abandonment.
8.2.6.1听 听Failure to Return from Leave. An employee who does not return to work within three business days of the expected date after a leave of absence or non-active service period shall be subject to termination of employment. The termination shall be considered voluntary, and the employment termination date will be the last day of active work or approved leave.
8.2.6.2听 听Process. The appropriate supervisor or administrator shall provide a written statement to the employee that will include the facts of the failure to return to work and notification that the employer considers the employee to have abandoned their job. The statement will notify the employee that their employment may be terminated and specify a date and time for a meeting to discuss the matter with the supervisor.
8.2.6.2.1听 听The employee shall meet with the supervisor as required in the statement. Failure to do so will be considered agreement with the facts of the statement, and will be sufficient grounds for considering the employee terminated from their position for reason of job听abandonment.
9.听 听Employment Actions Unrelated to听Performance
9.1听 听Voluntary Resignation. Employees may resign at any time听by submitting a letter of resignation to the supervisor and Human Resources at least two weeks in advance of the effective date. An invitation for an exit interview may be arranged by Human Resources. The purposes of this interview are to review eligibility for continuation and conversion of benefits, ensure all necessary related paperwork is completed, and provide employees with an opportunity to discuss their job-related experiences.
9.1.1听 听Employment Termination Date. The last day of active service is considered the employment termination date.听Resignations submitted during inactive service periods (including during adjunct employment or summer positions) do not extend the status employment termination date or extend benefit eligibility beyond the last day of active service.听A supervisor may designate an earlier termination date than is included in the employee鈥檚 letter of resignation.听Paid Time Off benefits (including Vacation, Sick Leave, Earned Time, and Personal Time) or periods of inactive service may not be used to extend employment and benefits beyond the last day worked.听Supervisors may not authorize use of Vacation, Earned Time or Personal Time during the period between notice of resignation and the last day worked.听
9.1.2听 听Faculty may resign during the term of appointment by submitting written notice to the Academic Vice President, Dean, or equivalent academic administrator, of the applicable administrative unit. Specific requirements or qualifications are governed by campus policy and/or applicable collective bargaining agreements.
9.1.3听 听Payout upon听Voluntary Resignation.听Payments for all wages due will occur by the pay date for the pay period in which the termination date听occurs or the end of the next scheduled pay period,听depending on the amount of notice provided. Payout of Paid Time Off benefits in accordance with USY V.C.10 will occur at the same time as payment for wages.
9.2听 听Retirement from 最快开奖直播搅珠结果.
9.2.1听 听Definition of Retiree. A retiree is an employee who has served in a 最快开奖直播搅珠结果 status position for a continuous period equal to 10 or more years of service (including continuation under Break-In-Service rules)听and reached age 62 at the time of retirement or departure from 最快开奖直播搅珠结果 active service. If enrolled in a 最快开奖直播搅珠结果 medical plan at the time of retirement, a Retiree is eligible for the medical benefit bridge from age 62 until age 65, as outlined in USY V.A.7.听There are three types of retiree status听that may receive additional Retiree benefits:
9.2.1.1听 听ARC Retiree. A former employee with the Additional Retirement Contribution Plan as outlined in USY V.A.4.6.1.3 and USY V.A.7.
9.2.1.2听 听Medicare Complimentary Plan Retiree. A former employee hired prior to 7/1/94 who has 10 or more years of full-time service and at least 10 years of participation in a 最快开奖直播搅珠结果 sponsored retirement plan, and who chose the Retiree Medical coverage instead of the Additional Retirement Contribution (ARC). The retiree is eligible for the Medicare Complimentary Plan at age 65 as outlined in USY.V.A.7.
9.2.1.3听 听Extension Retiree. A former employee within Extension who meets the requirements for retirement under the Civil Service Retirement System.
9.2.2听 听Notification of Intent to Retire. In order to provide a smooth transition from active employment to retirement status employees are expected to provide a minimum of 60 days written notice to their department, institution, and Human Resources indicating the date on which they plan to retire.听Notifications of intent to retire submitted during inactive service periods (including during adjunct employment or summer positions) do not extend the status employment termination date or extend benefit eligibility beyond the last day of active service. Notwithstanding the limitation on using paid leave time off benefits to extend employment (USY V.C.9.1.1), an employee who will be a 最快开奖直播搅珠结果 Retiree (as defined in USY V.C.9.2.1) may use up to ten (10) Vacation, Personal Time or Earned Time days to extend employment from the last day of active service to the effective date of retirement.
9.2.3听 听Payout upon Retirement.听Payment for all wages due will occur by the pay date for the pay period in which the termination date occurs or the end of the next scheduled pay period,听depending on the amount of notice provided. Payout of Paid Time Off benefits in accordance with USY V.C.10 will occur at the same time as payment for wages.
9.3听 听Employment Termination Due to Lack of Funding/Appointment Limitation. Employment may be terminated based solely on the lack of continued funding or other appointment limitations, including positions supported from grant, contract and/or Extension funds. When the supervisor and/or the responsible administrator is aware that funding will be terminated, they will notify the employee as soon as possible, but in any case a minimum of 90听days written notice will be given (or salary in lieu of notice). Written notice sufficient for purposes of this paragraph will be considered to have been given if the following conditions are met: the employee is听advised at the time of appointment that employment continues only as long as the work听is funded or until a set date; the employee is provided a written description of the anticipated length of employment in the letter of appointment when hired, and; if the funding听grant, contract or appropriation is renewed, then a renewal letter must be provided. Where听termination is based solely on the lack of funding, the supervisor and/or responsible administrator shall make a reasonable effort to support a transfer within the听organization to other appropriate employment for which the individual is qualified.
9.4听 听Programmatic Displacement of Faculty. While a faculty member may be dismissed by an institution because of a bona fide financial exigency, faculty may be displaced because of programmatic changes according to the following general principles. Applicable collective bargaining agreements establish the process for dismissal for financial exigency or programmatic displacement of faculty rather than this policy.
9.4.1听 听Process. Decisions to change academic programs or units shall involve essentially educational considerations of a long-term nature, rather than cyclical or short-term fluctuations in enrollments. Such decisions are normally, but not necessarily, based on a thorough program review. Full participation by appropriate faculty and sufficient time - normally an academic year are the norm for such a review. Any program changes resulting in displacement of tenured faculty must include authorization by the BOT.
9.4.1.1听 听When program review has been completed, and decisions are made to consolidate, disestablish or discontinue an academic program, those faculty members displaced as a result shall receive formal written notification of displacement:
9.4.1.1.1听 听The notification period for faculty without tenure shall parallel current policy concerning notification periods for non-renewal of a non-tenured appointment.
9.4.1.1.2听 听The notification period for faculty with tenure shall be a minimum of 18 months.
9.4.1.2听 听Fairness and due consideration must be given to individuals affected by such program changes, and all reasonable steps must be taken to avoid termination of displaced faculty members. Alternatives that shall be considered in lieu of involuntary displacement shall be: reduced time options, early retirement, reassignment or transfer to other vacancies (including administrative positions), voluntary separation with placement support and/or other career redirections.
9.4.1.3听 听Transfer to other units within the same institution is the primary -- but by no means exclusive - method for accommodating faculty members displaced by programmatic changes. For both tenured and non-tenured faculty, the first obligation to affect a transfer (or other accommodation) is with the CEO of the institution at which program changes are made.
9.4.2听 听Notice. If neither transfer nor other suitable opportunities are available for tenured faculty following program review, and after considering the same five factors listed in the Guidelines on Involuntary Termination Due to Factors Other than Performance, displaced faculty will be terminated from their employment after the notification period listed above. In the event of the re-establishment within three years of a terminated program, first priority for re-employment will be given to displaced tenured faculty.
9.4.3听 听Decisions made regarding termination of tenured faculty members are subject to grievance procedures only on the grounds of procedural and/or due process errors.
9.5听 听Employment Termination Due to Financial Exigency. An employee may be terminated from employment by a 最快开奖直播搅珠结果 institution because of a bona fide financial exigency. A bona fide financial exigency is defined as an imminent financial crisis that threatens a 最快开奖直播搅珠结果 unit in its entirety as an educational institution and which cannot be alleviated by less drastic means. Further, these reductions cannot be accomplished by normal reduction or allocation of resources as outlined in the guidelines on Involuntary Termination for Reasons Unrelated to听Performance for employees or in the policy on Programmatic Displacement of Faculty (see USY V.C.9.4 and USY V.C.9.6).
9.5.1听 听Process. Before a declaration of exigency is made, the CEO of an institution will confer with the appropriate campus councils or other appropriate representative bodies, and, along with the BOT, provide opportunity to participate fully with the Board in relevant discussions pertaining to financial exigency. The BOT must make an official declaration of the existence of a financial exigency. Once the existence of a financial exigency has been declared, the CEO of the institution affected will, according to policies on financial exigency applicable to each, consult with appropriate representative bodies and individuals, in order to identify areas to be reduced and to determine criteria to be used in identifying individuals affected. In specifying these terminations, the CEO and the representative bodies will be guided by the principle that a faculty member with tenure will not be terminated in favor of retaining a faculty member without tenure except where a serious distortion of the academic program would otherwise result.
9.5.2听 听Notice. Once financial exigency is declared, the rules of notification of termination may be waived, although every bona fide effort will be made to follow the notice procedures. It is important that minimum disruption is caused to the workflow of the institution and that employees receive听 adequate听notice. To that end, verbal communication regarding alternatives to employment separation听should take place with the employee as soon as feasible prior to a decision to terminate employment.
9.6听 听Involuntary Termination for Other Reasons Unrelated to Performance -- Separation Policy for Employees not Covered by a Collective Bargaining Agreement.
With the exception of involuntary terminations due to financial exigency (USY.V.C.9.5), programmatic displacement of faculty (USY.V.C.9.4), or lack of funding/appointment limitation (USY.V.C.9.3), when elimination or modification of status positions is contemplated for reasons unrelated to performance (including but not limited to reductions-in-force (RIFs), layoffs, program curtailments or modifications, changes in educational missions or in improved technological methods of working), the institution shall use procedures to ensure that fairness and due consideration are given to individuals whose status jobs are affected, including notifying the employee as early as possible. Minimum written notice requirement is 45 days (or salary in lieu of notice). Reasons for involuntary termination and basis for appeal and the appeal process are included in the letter of notification.听 Employment separation under this USY V.C.9.6 is not to be used for circumstances where the nature of the appointment contemplates temporary periods of separation from 最快开奖直播搅珠结果 employment without pay, or where a limited period appointment at 最快开奖直播搅珠结果 is concluding consistent with its expected duration.
The supervisor, with mutual agreement from Human Resources, may ask the employee not to report to work during the notice period; in such circumstances, the employee will receive salary in lieu of the notice.
9.6.1听 听Authority. Chief Human Resources Officer/Directors of Human Resources and Affirmative Action Officers are responsible for monitoring the involuntary termination process, including affirmative action guidelines. Subject to the parameters of 最快开奖直播搅珠结果 policy as well as policy and guidelines established by the institutions, appropriate administrators shall have the authority to eliminate positions in compliance with the above description.
9.6.2听 听Process for Position Elimination. Each institution may, within the guidelines of USY policy, augment the standards and processes for consideration of involuntary termination due to factors other than performance. Those guidelines would be in addition to the following included in this policy.
9.6.2.1听 听Prior to elimination of a position, supervisors, including the appropriate administrators having appointing authority, may consider institution-wide options, alternatives to involuntary termination, and department level alternatives. The institution-wide alternatives to consider may include attrition, reduction of temporary/adjunct employees, and reassignment or transfer of employees (provided they are suitably qualified) to other units.
9.6.2.2听 听The departmental/business-unit level alternatives to be reviewed should include voluntary attrition; reduced time option; reduction in temporary/adjunct employees; transfer or retraining for other positions within the department or reduction of overtime.
9.6.2.3听 听A summary of these considerations should be documented in writing. This document shall normally be shared only on a need-to-know basis as determined by the institution. Privacy interests of information regarding employees may dictate the withholding of some or all of the analysis.
9.6.2.4听 听In rare cases and with the mutual agreement of Human Resources, the employee and the supervisor (including the appropriate administrator having appointing authority), the employee whose position is being eliminated may be placed in a vacant position without the normal advertising process.
9.6.3听 听Factors for Determining Employment Termination. After considering the above alternatives and when a discontinuance of a job becomes necessary, the following factors (not listed in priority order) shall be considered when identifying employees whose position is being recommended for termination:
- Projected program and staffing needs;
- Qualifications of current employees;
- Merit as determined by written performance reviews;
- Length of active service within the institution or 最快开奖直播搅珠结果;
- Diversity and equal employment opportunity goals in light of proposed reductions.
9.6.4听 听Options for Assistance. In addition to the separation payment contemplated by USY V.C.9.6.7, institutional procedures will include consideration of at least the following options, as appropriate to individual circumstances, in the handling of an employee terminated from employment due to factors other than performance. The supervisor, the employee, and a representative from Human Resources will discuss the potential options for assistance that are of interest to the employee. The employee may request a written confirmation of any or all of the options the institution offered them.
9.6.4.1听 听Referral to out-placement such as the institution career services support office or resume-writing training programs;
9.6.4.2听 听Offer of reasonable time off with pay during the notice period to pursue other employment opportunities;
9.6.4.3听 听Continuation of tuition benefit for course(s) in which employee and/or dependents are currently enrolled.听 In addition, if the benefit is being utilized for a dependent child in a degree program, tuition benefit eligibility for that child shall continue through the end of the academic year in which termination of employment occurs.
9.6.5听 听Required Notices and Record-keeping. Each institution and 最快开奖直播搅珠结果 Human Resources are responsible for maintaining information regarding听 reductions in force (RIFs), lay-offs and other employment actions taken as a direct result of budget reallocation and program reduction consistent with state and federal legal requirements, and for providing notices that may be required in connection with such actions. At a minimum, records should include demographic information necessary to document compliance with equal employment opportunity and non-discrimination goals.
The 最快开奖直播搅珠结果 Chief Human Resources Officer, the institutional Chief Human Resources Officer/Director of Human Resources, the 最快开奖直播搅珠结果 General Counsel and the institutional Affirmative Action Officer will confer on RIF/layoff notices before they are sent and will review compliance with 最快开奖直播搅珠结果 policy, non-discrimination and related legal requirements.
9.6.6听 听Re-employment options. A former status employee whose employment was terminated because of elimination or modification of their position will, for a period of up to six months after the date of employment termination, have priority consideration for an interview if they have applied for a vacancy and communicate their interest for an interview to Human Resources for any vacant position for which the former employee has the minimum qualifications required for the position.听Human Resources in consultation with the hiring department will be responsible for making the initial determination that the individual meets the minimum qualifications.
9.6.7听 听Separation Benefits and Payments.听Employees who are separated from employment for reasons specified in this USY V.C.9.6 will be offered a separation agreement that provides for the following benefits and payments.听Separation benefits and payments are not entitlement programs or employee benefits, and are offered as a component of separation and release agreements that detail the terms of employment termination. The 最快开奖直播搅珠结果 General Counsel or designee and the institutional Chief Human Resources Officer/Director of Human Resources (or designee) will approve separation agreements before they are offered and will review for compliance with policy, taxation, non-discrimination and related legal requirements.
9.6.7.1听 听Separation agreements will provide for separation payments of four (4) weeks of base pay plus one (1) additional week of base pay for every full year of status service, but not to exceed a total of 26 weeks of base pay. Calculation of base pay will exclude all additional pay, including but not limited to longevity pay, supplemental pay and overtime.
9.6.7.2听 听Separation payments will be processed ratably through regular payroll processes, with withholding for all applicable taxes.听 Processing of separation payments through payroll will not imply an ongoing employment relationship.
9.6.7.3听 听As part of the separation agreements, employees who are enrolled in 最快开奖直播搅珠结果 medical coverage at the time they receive notice of employment termination will be offered subsidized rates for COBRA medical coverage (health plan and prescription service only) for a period equal to four (4) weeks plus one (1) week for every year of status service, but not to exceed a total of 26 weeks of subsidized coverage or until age 65 (whichever is reached first).听 COBRA subsidized rates will permit an employee to elect COBRA continue coverage at the current employee premium rate.
9.6.7.4听 听Separation benefit continuing medical coverage requires employee enrollment in COBRA and payment of premiums, and Medicare enrollment rules apply for any covered member eligible for COBRA.听Continuing medical coverage after the period of subsidized COBRA rates may continue at full COBRA rates for the duration of continuing coverage allowed by 最快开奖直播搅珠结果 policy and/or COBRA. No other benefits are continued unless at full cost under COBRA.
9.6.7.5听 听Separation payments and benefits will end if an employee begins employment within 最快开奖直播搅珠结果 during the separation payment period, and the Break In Service policy (USY V.C.11) will apply in such cases.
9.6.7.6听 听No contributions may be made to status employee retirement or similar programs based upon separation payments.
10.听 听Payout of Paid Time Off Upon Employment Termination. Upon termination of employment, employees will be paid their accrued and unused Vacation, Personal Time or any other 鈥済randfathered鈥 最快开奖直播搅珠结果 paid time off leave for which they were eligible, up to a maximum of 30 days in total. Employees who have accrued and unused Earned Time balances will receive payout of Earned Time upon termination of employment. For the purpose of calculating the amount of Earned Time payout, the base rate of pay at time of termination will be applied, the value of Longevity (if applicable) will not be calculated in the payment. Minimum Usage (applicable only to employees not covered under UTime) will be prorated through the date of termination with any remaining Minimum Usage time subtracted from the Earned Time balance. There is no payout of any other Paid Time Off, which 最快开奖直播搅珠结果 provides only for when an employee needs to be absent from work due to illness, injury, death in the family, or civic responsibilities (including but not limited to sick leave, Sick Pool, bereavement leave, military leave, Community Service, parental leave and disability benefits); such leave benefits are not part of salary or wages to which an employee is entitled regardless of need.
The payout upon employment termination as detailed in this paragraph applies without regard to whether employment termination is voluntary, involuntary, performance-related or not performance-related, or pursuant to a retirement or other separation program; provided, however that there will be no payout of accrued and unused Earned Time, Vacation, Personal Time or any similar 鈥済randfathered鈥 最快开奖直播搅珠结果 paid leave if employment is terminated for Destructive or Detrimental Action, such as Insubordination/Guilt in a Crime/Grievous Act (see 鲍厂驰听痴.颁.8.2.5).
Payout of Paid Time Off benefits upon employment termination becomes due and will be paid on the pay date following the final paycheck, provided timely notification of employment termination is received.
11.听 听Employment Breaks in Service - Status Employees. An employment break occurs when a status employee's 最快开奖直播搅珠结果听employment ends, and the former employee is re-hired into a status position at a later date.听While such employees will be eligible for reinstatement of applicable benefits, they must again enroll for coverage to be effective.听Credit for prior years of 最快开奖直播搅珠结果 status service is provided, based on the length of the break in employment.
11.1听 听Employment Breaks of One Year or Less.听Effective July 1, 2019, status exempt and non-exempt employees with a听 break in service from 最快开奖直播搅珠结果 of one year or less shall have their prior years of status service "bridged" for the purposes of computing eligibility for retirement from 最快开奖直播搅珠结果, years of status service recognition programs and accrual rates of their paid leave program. A re-hired status employee is not eligible for any "grandfathered" benefits, including Longevity, the 1% Additional Retirement Contribution (ARC), or the retiree Medical Complementary Plan听(MCP).听Human Resources should be contacted regarding applicability of 鈥渂ridged鈥 service to retirement plan provisions.
11.1.1听 听Exception:听Employees who return to a 最快开奖直播搅珠结果 status position within one year following an employment separation under USY V.C.9.6.4, and whose original status hire date in the terminated听position was prior to July 1, 2011, will have Vacation and Earned Time accrual rates, retirement contributions, and/or longevity, if applicable, based on their original status hire date.听听
11.2听 听Employment Breaks Greater than One Year.听Effective July 1, 2019, status exempt and non-exempt employees with听 breaks in service from 最快开奖直播搅珠结果 of greater than one year shall have their prior years of status service coverage 鈥渂ridged鈥 after thirty-six months of employment following their return to work for the purposes of computing eligibility for retirement from 最快开奖直播搅珠结果, years of status service recognition programs and accrual rates of their paid leave program. A re-hired status employee is not eligible for any "grandfathered" benefits, including Longevity,听the 1%听Additional Retirement Contribution (ARC), or the retiree Medical Complementary Plan (MCP). Human Resources should be contacted regarding applicability of "bridged" service to retirement plan provisions.
12.听听听Fitness For Duty.听最快开奖直播搅珠结果 is committed to providing a safe working and learning environment. As such, each employee should be able to perform job duties and to work in a safe environment. Fitness for duty is defined as being able to work safely, properly, and perform normal work duties without being a safety hazard to one鈥檚 self or others (co-workers, students etc.).听Medical evaluations will be required as needed for fitness of duty issues and for those who perform heavy physical work and/or food handling and to comply with the Americans with Disabilities听Act (ADA). This policy may also be applied when dealing with communicable diseases (see USY V.D.10) and/or when there is an institutional emergency (see USY V.D.14).
12.1听 听When an employee reports to work and is concerned about their own fitness for duty for the day, the supervisor may require the employee to leave work for the day and seek medical attention. With the approval of Human Resources, a supervisor who has reason to believe that an employee is not fit for duty, including a presence which may be unsafe for others, may听require the employee to provide a medical clearance before continuing at work. If medical documentation indicates that the employee is fit for duty except for being hazardous to others, they will continue on a leave for up to five days (see USY V.C.12.1.1 below). Employees who are requested by their supervisor, manager, and/or Human Resources to provide a medical clearance for fitness for duty must consent to providing medical documentation as a condition of return to active employment.
12.1.1听 听In both instances, status employees may use paid leave, comp time, or leave without pay as applicable to cover the work absence. At the manager's discretion, status employees with no paid leave and adjunct employees may be paid either for two hours or for their scheduled work time for the day they reported to work, with the expectation that the hours/day not worked would be made up at a later date.
12.1.2听 听Return to Work.听As determined by Human Resources, an employee may be required to obtain medical clearance in order to work and have such documentation submitted to Human Resources.
12.2听 听Medical Evaluation. A supervisor, in consultation with Human Resources may make inquiries or require a medical examination if it is job-related and consistent with business necessity. If a disability as defined by ADA exists, and the employee is unable to perform the essential functions of an assigned job, several options are available. The employing department and Human Resources will determine the appropriate solution from among the following options:
12.2.1听 听Use of policies regarding paid time away from work due to disabling condition (Vacation, Earned Time, Sick Pool, Sick Leave, Interim Disability, LTD, Workers鈥 Compensation);
12.2.2听 听Use of policy regarding accommodations for disabilities;
12.2.3听 听Use of policy regarding transfer to another position; or
12.2.4听 听Termination of employment if none of the other policies are applicable.
12.3听 听Medical Evaluation--Heavy Physical Work and/or Food Handling.
12.3.1听 听Heavy Physical Work. All employees in jobs requiring heavy physical work (see USY V.C.12.3 above) must satisfactorily complete a medical examination prior to work being assigned. (In compliance with 搂503, Part 60-741.6(c)(1), 搂504, Part 84.14(1)(c) of the Rehabilitation Act of 1973 and the Americans with Disabilities Act.)
12.3.1.1听 听Individuals employed in heavy physical work must provide satisfactory medical evidence of the ability to perform the essential functions of the position. This can be accomplished at no expense to the individual by scheduling an appropriate medical examination through a procedure established by the institution.
12.3.1.2听 听The employing unit shall consider the results of the medical examination in determining whether or not the individual should be assigned to the position requiring heavy physical work. As outlined in USY V.C.12.2.4, termination of employment may occur if an employee is or becomes medically unable to perform the essential functions of an assigned job with or without accommodations.
12.3.2听 听Food Handlers. Any employee employed in jobs involving food handling, including childcare center employees, will follow guidelines and regulations established by local self-inspecting cities/towns, the New Hampshire Department of Health and Human Services Food Protection Section, New Hampshire regulations found in He-P 2300 (the Sanitary Production and Distribution of Food), the听Federal Department of Agriculture Food Code and, for child care centers, the New Hampshire Child Care Licensing Rules.
12.4听 听Confidentiality. Information regarding medical evaluations and/or other health and disability听information is considered confidential and protected by Health Insurance Portability & Accountability Act (HIPAA) regulations (see USY V.C.15).
13.听听 Separation Incentive Plans (SIP).
13.1听 听Goal. 最快开奖直播搅珠结果 institutions shall have the option to provide incentive programs to status employees to encourage voluntary separation, including retirement. The goal of these programs is to enable and encourage succession and transition planning as well as to provide flexibility and encourage voluntary separations when programmatic and organizational needs make such separation desirable.
These plans are at the discretion of the component institutions and are not considered to be benefit or听entitlement programs.
13.2听 听Authority. The BOT has delegated to the Administrative Board the right to establish standards and conditions for component institutions to offer separation incentive programs in compliance with BOT policy and as noted below. These offerings are in addition to and not in place of the retirement benefit described in USY V.A.8. (See also approvals in USY V.C.13.4 and 13.5)
13.2.1听 听The Chief Executive Officer of each institution has the authority to determine a SIP offering and the parameters within the conditions outlined in policy below.
13.3听 听Conditions.
13.3.1听 听Written SIP Document. Any plan offering will be in the form of a written plan document and will be announced, including eligibility requirements, to all employees who are eligible. Effective dates of the institution's plan offering must be included in the announcement; separation dates may be as much as two years into the future. Plan offerings may stipulate a limited number of participants or a limited total dollar pool.
13.3.1.1听 听Ineligible Employees. Those who are not in active service and have continuing income from a 最快开奖直播搅珠结果 disability program, Sick Leave, or Workers鈥 Compensation or have a previously agreed to employment termination or retirement date are ineligible. However, those on Workers鈥 Compensation may be eligible to select a separation incentive in lieu of Workers鈥 Compensation where legally appropriate.
13.3.1.1.1听 听Exception. Those on sabbatical or professional development leave during the application period may apply and request a departure date effective at some point after the expiration of their leave period.
13.3.2听 听Employee Eligibility. Subject to the overall approval described in USY V.C.13.5, the eligibility requirement may include:
13.3.2.1听 听Years of service in a status position with a minimum of five years;
13.3.2.2听 听Age (minimum, but not maximum);
13.3.2.3听 听Occupational type;
13.3.2.4听 听Specific department or program; or
13.3.2.5听 听Positions targeted as part of a documented reorganization.
13.3.3听 听Application. All offerings must have at least a six-week application period and require a completed application form submitted by the employee within the pre-announced time-frame and a signed, written agreement, if the employee is approved.
13.3.4听 听Incentive Compensation. Compensation and benefits may be designed using one or any combination of the components below, subject to the maximums described in USY V.C.13.4. Plan compensation may be paid in a lump sum payment or up to 26 pay periods per year for a maximum of five years.
13.3.4.1听 听Percentage of annual salary rate as of the first date of the plan's enrollment (or percentage of annual salary per years of service).
13.3.4.2听 听Bonus amounts keyed to departure date and or calculated based on years of service.
13.3.4.3听 听Adjunct employment for a defined guaranteed period not to exceed two years following departure. Adjunct appointments may be extended through the normal campus process for adjunct appointments.
13.3.4.4听 听The option to reduce appointment time and receive retirement income as described in USY V.A.7.2.7.
13.3.4.5听 听For those hired prior to 7/1/94 who have ARC and will be age 62 or older at date of departure, years of service may be bridged to reach eligibility for the ARC guarantee with approval of 最快开奖直播搅珠结果 Human Resources.
13.3.4.6听 听Campus-based privileges may be offered (e.g., parking, office space, library access, etc.).
13.3.4.7听 听Additional employer contributions may be made to a 403-(b) plan; however, there are contribution limitations established by IRS regulations.
13.3.4.8听 听Medical, dental and/or tuition benefits with the normal employee contribution may be offered in any incremental amount (i.e. one year, two years, etc.) up to a total of seven years.
13.3.4.8.1听 听This medical benefit is exclusive of the regular medical benefit available for retirees aged 62 to 65 as described in USY V.A.7.7 and USY V.C.9.2.
13.3.4.8.2听 听Where applicable, medical/dental benefits will run concurrently with COBRA provisions.
13.4听 听Financial Maximums. Plan offerings are subject to a maximum cumulative value.
13.5听 听Legal/Human Resources Approval. The 最快开奖直播搅珠结果 General Counsel or designee and campus Chief Human听Resources Officer or designee will approve plan offerings before they are announced and review compliance with policy, taxation, discrimination and related legal requirements.
14.1听 听Employment files exist as a record of an individual's employment history, achievements, and contributions within 最快开奖直播搅珠结果.
14.1.1听 听Human Resources maintains the official employment file. If other employee files exist, they are subject to the same conditions as those applicable to the official file. All employment actions are based solely on the contents of the official employment files.
14.1.2听 听The official employment file is maintained for three years following an individual鈥檚 employment termination, then basic employment information may be maintained in a confidential form for Human Resources use. Former employees have the same access to their employment file in the same manner as active employees.
14.1.3听 听Faculty promotion and tenure files are not classified as employment files and are not governed听by the provisions of this policy. The use and retention of these files are governed by policies at each institution. Such files will be retained for a minimum of three years.
14.2听 听Authorized Users. Human Resources officers, appropriate administrators and the employee may be users of employment files. Human Resources officers include those formally designated as such by the institution. Human Resources will decide whether and to whom any information should be released. Documents or other information may be copied with permission of Human Resources.
14.2.1听 听Human Resources officers and appropriate officials of the 最快开奖直播搅珠结果 may have access on an official need-to-know basis.
14.2.2听 听Employee. Most material within the individual's employment file is available for inspection by the individual employee. The file may not be removed from Human Resources; however, the individual may request review of their own file or receive a copy of information in that file. Reasonable fees may be charged for the copying.
14.2.2.1听 听Exception. Per N.H. RSA 275:56 (Employee Access to Personnel Records) HR shall not require the disclosure of: information in the employment file of a requesting employee who is the subject of an investigation at the time of their request if disclosure of such information would prejudice law enforcement; or information relating to a government security investigation.
14.2.3听 听Third Parties. Third parties are not entitled to inspect employment files. A third party is defined as a person or group other than the employee, their designee, Human Resources officers, or appropriate officials of the 最快开奖直播搅珠结果 or the institution. Information in the employment file may be released to a third party only upon written request signed by the employee.
14.2.3.1听 听Information available verbally to third parties is limited to the employee's name, position, salary, and length of time of 最快开奖直播搅珠结果 employment unless a written release to provide听additional information is provided by the employee.
14.3听 听Composition of Files. Documents within the employment file may include but are not limited to application materials, performance reviews, letters of commendation, compensation and benefit documents, and documentation related to disciplinary actions taken. If, upon inspection of their employment file, an employee disagrees with any of the information contained in the file, then removal or correction of the information may occur with institutional approval. The employee may also submit a written statement explaining their version of the information with supporting evidence. Such statement shall be subject to HR review and shall be maintained as part of the employee's employment file.
14.3.1听 听Unsolicited letters, comments, etc., will be made a part of the employment file only if they have substantive merit, are free of innuendo, and are signed by the author. Such materials will be made available to the employee for inspection and response if desired.
14.3.2听 听Letters of commendation, caution, consultation, and reprimand are considered to be of decreasing significance with the passage of time.
14.3.3听 听Medical records will be kept in a separate file.
14.4听 听Computerized Employee Information
14.4.1听 听All computerized information maintained on the Human Resources Information System is confidential. Only authorized employees may access computer files containing employee information.
15.1听 听Scope of Policy. 最快开奖直播搅珠结果 complies with the Health Insurance Portability & Accountability Act (HIPAA). HIPAA applies only to designated units or departments within 最快开奖直播搅珠结果 that are health plans, health care clearinghouses, or health care providers that engage in payment-related electronic transactions. HIPAA also applies to departments or units that provide administrative functions for the designated units (e.g., General Counsel鈥檚 Office, Internal Audit). HIPAA requires the plan sponsor of a group health plan to abide by specific regulations to ensure that reasonable and appropriate safeguards exist to protect the confidentiality of听personally-identifiable health information. The 最快开奖直播搅珠结果 departments or units that are affected by the HIPAA Privacy Rule are referred to as 鈥渃overed components鈥 for the purposes of this policy.
15.2听 听Definition 鈥 Covered Information. The HIPAA Privacy Rule requires 最快开奖直播搅珠结果 to adopt appropriate administrative, technical and physical safeguards to protect the privacy of Protected Health Information (PHI), which is created or received by 最快开奖直播搅珠结果鈥檚 covered components. PHI includes any health information relating to past, present or future physical or mental health, health care treatment, or payment for health care. PHI includes information that can identify an individual, such as name, social security number, address, date of birth, medical history or medical record number and includes such information transmitted or maintained in听any format, including paper and electronic records. HIPAA contains special provisions for records related to Workers鈥 Compensation, psychotherapy, and employee health information.
15.3听 听Authority. Each institution of 最快开奖直播搅珠结果 shall adopt policies or procedures to insure compliance with this policy. Such policies or procedures shall include the obligation to:
15.3.1听 听Notify employees (or patients in the case of covered components with patients as customers) about their rights to privacy under HIPAA.
15.3.2听 听Establish procedures for covered components that insure PHI is protected.
15.3.3听 听Train employees who handle PHI on appropriate security procedures and knowledge of HIPAA.
15.3.4听 听Adopt procedures, including disciplinary actions, to address violations of 最快开奖直播搅珠结果 policy or HIPAA regulations.
15.3.5听 听Secure employee and patient records containing individually identifiable health information so that they are accessible only on a need-to-know basis.
15.3.6听 听Make reasonable efforts to limit the use, disclosure of, and requests for protected health information to the minimum necessary to accomplish the intended purposes.
15.3.7听 听Adopt special procedures for the use of PHI for research. Reference the UNH Institutional Review Board (IRB) web site at .
15.3.8听 听Execute business associate agreements and other required documents to permit covered听components to share PHI with outside entities that have been contracted to provide products and services requiring access to PHI and to ensure confidential transfer of such information.
15.4听 听Notification. Each component institution shall notify the 最快开奖直播搅珠结果 General Counsel鈥檚 Office of the officer responsible for HIPAA compliance at its institution.
16.听听听Leaves Without Pay.听A leave without pay is used for status employee absences that cover a period of time in excess of one pay period and normally do not extend beyond a year. A status employee may request a full or partial leave without pay from their position for medical or other personal reasons. During a leave of absence without pay, the status employee retains their position. For those leaves granted by the institution, the position is not held, and听the employee must apply, at the end of the leave, for vacancies available for which they are qualified, but they are not guaranteed a position.
16.1听 听Personal Leave Without Pay. An employee may apply for a full or partial leave of absence without pay from their position for personal reasons. Requests for such leaves should be in writing and directed to the employee鈥檚 immediate supervisor with a copy to Human Resources.
16.1.1听 听Personal Leave from the institution. If a department cannot accommodate a personal leave without pay, the employee may request a leave from the institution. Generally personal leaves are not听granted for more than one year and only to those employees who have completed at least one year of service in a status position.
16.2听 听Leave for Medical Reasons. When documentation from a health care provider supports a medical leave that qualifies under the Family Medical Leave Act and/or Workers鈥 Compensation, such leave must be granted by the department (see USY.V.A.17 and USY.V.A.16). An employee with less than one year of service in a status position may apply for a medical leave without pay. Medical leaves that are covered by Workers' Compensation must be granted (see USY V.A.16). Medical leaves are normally granted for no more than six-months, unless the leave qualifies for Workers鈥 Compensation.
16.3听 听Involuntary Leave Without Pay.听Under certain circumstances, a status employee may be placed on a leave without pay by their department or institution.
16.4听 听Benefit Continuation. 最快开奖直播搅珠结果 will continue its usual employer level of contribution to status employee benefits for the duration of the leave or for 120 days, whichever is less. Those on partial leave are eligible to continue benefits by making their employee contributions during the 120-day period. While on partial leave, group life and Accidental Death and Dismemberment insurance and Long-Term Disability benefits will be based on the salary amount of the employee鈥檚 salary rate at the time the partial leave commenced. Retirement contributions during partial leave will be based on benefits-eligible earnings. (See policy below for benefits after 120 days.) For those benefits that require employee contributions, employees on full leave will be billed for that portion of the premium. For those on partial leave, employees will be billed for any portion not able to be deducted from their paycheck. Those on full leave are normally not eligible for Tuition benefits for themself.
16.4.1听 听Benefit continuation for leaves greater than 120 days.
16.4.1.1听 听Full Leave. In cases of full leaves that are greater than 120 days, status employees will be billed for the full cost of benefits beyond the 120 days, unless benefit coverage is required under FMLA leave regulations (see USY V.A.17) or Workers鈥 Compensation (see USY V.A.16).
16.4.1.2听 听Partial Leave. While on partial leave, group life and accidental death and dismemberment insurance and long-term disability benefits will be based on the salary amount of the employee鈥檚 salary rate at the time the partial leave commenced. Retirement contributions while on partial leave will be based on benefits-eligible earnings. After 120 days of partial leave, those employees who have been employed in a status position for at least a year and who are working at least 50% time are eligible to continue benefits by making their employee contribution for the designated leave period or a total leave period of one year, whichever is less. They will be billed for any portion not able to be deducted from their paycheck. Those working less than 50% are eligible to continue benefits by paying the full cost of the employee and employer contributions for the designated leave period or a total leave period of one year, whichever is less. They will be billed for any portion not able to be deducted from their paycheck.
16.4.2听 听Accrual for Paid Leave Programs. Employees on full leaves of absence without pay do not accrue Earned Time, Sick, or Vacation/Leave. Those on partial leave will accrue Earned Time or Sick/Vacation leave benefits based on the percent-time of the reduced appointment.
16.4.2.1听 听Paid Leave Carry Forward. All unused Earned Time/Sick Pool and up to 45 days of Vacation and all Sick Leave will be carried forward through the period of a full leave of absence. If听the employee does not return to work, any unused Vacation (up to 30 days) or Earned Time will be paid at employment termination.
16.5听 听Employee Notification and Return from Leave. The employee must notify their department thirty (30) days prior to the expiration of leave of their intent to return to work. Failure听 of an employee to return from Leave within three days of the return date provided in the return notice听return will be considered a voluntary resignation effective the last day of the leave status 鈥 unless specified by a CBA.
16.5.1听 听Leaves for Medical Reasons. Prior to returning to work, an employee on leave for medical reasons is required to provide medical documentation supporting their ability to perform the essential functions of their job.
16.5.2听 听Leave Extension. Any continuation of full or partial leave beyond a total leave period of one year is expected to be rare and requires approval by the institution鈥檚 Chief Executive Officer or their designee and is based on such factors as the value of the leave to the institution, the length of the leave, and availability of funds. The employee will assume the cost of their benefit and the employer benefit contributions. If approved by the Chief Executive Officer or their designee, the employee鈥檚 department听or institution may assume the employer's cost of benefits for the extended leave period.
16.6听 听Subsequent Leaves. If an employee has been on either a full or partial leave of 120 days or more or a professional development leave, they are not eligible for such leave with benefits again until serving in a status position for at least 24 months after returning from leave, unless the leave was for FMLA reasons. If听there are extenuating circumstances, the Chief Executive Officer or their designee may authorize an exception for a leave to occur earlier than 24 months.
17.听听听Military Leave.听Military leave policy follows federal regulations in the Uniformed Services Employment and听Reemployment Rights Act (USERRA), which defines benefits and rights of employees when they serve or have served in the Uniformed Services.
17.1听 听Eligibility. Employees serving in the Uniformed Services, including reserve military service, Federal National Guard service, and certain types of service by members of the National Disaster Medical System, are eligible for military leave.
17.1.1听 听Not covered by USERRA are those:
- who exceed the five (5) -year, cumulative active service limitation, or exceed the two (2) -year recuperation period following active service
- who are separated from Uniformed services under less than honorable conditions; or
- who were hired for a brief, nonrecurring period with no reasonable expectation of continuation for a significant period.
17.2听 听Temporary Active Duty. A temporary leave of absence of up to (30) thirty calendar days will be granted to an employee by Human Resources for the purpose of reserve training or other active duty assignments required by the individual's Uniformed Services Employment.
17.2.1听 听Compensation/Pay Differential. Any Non-Exempt and Exempt-salary paid Employees on temporary military active duty leave will be paid the difference between their regular base salary and their full-time military base pay if the latter is less than regular pay听and allowances. In cases whereby temporary military pay is more than the听individual's regular budgeted salary for the same period of time, the employee听will not receive any 最快开奖直播搅珠结果 salary.
17.2.2听 听Regular military pay does not include any allowances for dependents or reimbursement for expenses.听Payment will be made upon receipt of supporting听information, such as a copy of military orders or the military leave and earnings听statement containing the amount of military pay and allowances.
17.2.3听 听Military leave will not count against Personal Leave. Sick and Personal Leave will continue to accumulate during a temporary active duty military leave.
17.3听 听Extended Active Service. An employee will be granted a military leave of absence without pay by Human Resources upon a voluntary or involuntary active duty assignment in the Uniformed Services which extends beyond thirty (30) calendar days. The employee must provide written or verbal notice of active duty as far in advance as possible, unless it is impossible or unreasonable to give such notice. Military leave continues throughout the period of active duty, up to a cumulative maximum of five (5) years of active service, except in those instances of recuperation following a period of active duty which may extend the leave for a maximum of two (2) years.
17.3.1听 听Benefit Continuation. If eligible for benefits, an employee may elect to continue medical and dental plan coverage for themself and their dependents under COBRA (see听USY V.A.6.2) for the period of military leave, or for twenty-four (24) months from the beginning of the leave, whichever is less. The tuition benefit plan for a spouse and/or eligible dependents continues for the period of active duty.
17.3.1.1听 听Earned Time and Personal听leave. Employees may use accrued Earned Time or Personal for extended military leave, but are not required to do so. Unused Earned Time or Personal听leave (up to forty-five (45) days) and Sick Leave will be carried forward through the period of leave of absence. If the employee does not return to work following military leave, any unused听Personal听Leave (up to thirty (30) days) or Earned Time will be paid to the employee.
17.4听 听Reinstatement. Upon returning from active duty, an employee on active duty will be reinstated within two (2) weeks to the position they vacated or to another position of like status when: (1) they contact Human Resources and submit a written or verbal application for re-employment; (2) provide Human Resources with documents of honorable service, such as the Certificate of Release or Discharge from Active Duty (Form #DD214) or a copy of duty orders indicating completion of service; and (3) are qualified physically and mentally to return to work. If hospitalization is required during the military leave and continues after discharge for a period of not more than two years, the individual may be restored to their position following release from hospitalization.
17.4.1听 听Conditions. If the active service period is more than thirty (30) days, but less than one hundred eighty-one (181) days, the application must be made within fourteen (14) days after completing service. With service greater than one hundred eighty (180) days, the application is required no later than ninety (90) days after completing service. In each case, notice is required unless it is impossible or unreasonable to do so.
17.4.2听 听Rate of Pay. The pay rate for the reinstated employee is based on their pay at the time of departure, plus any pay increases that the employee would have received if they had been continuously employed during the period of military service.
17.4.3听 听Benefits. Terminated medical plan coverage will be reinstated upon re-employment with no waiting period, except for exclusion of illnesses or injuries resulting from active duty. Upon reinstatement, the employee may make up any or all retirement plan contributions missed during the period of active service, and听最快开奖直播搅珠结果 will provide its contributions to those the employee makes. These contributions must be made within a time period starting from reinstatement and extending to three times the immediate past military service period, with no repayment period exceeding five (5) years. The time spent in uniformed service is not considered a break in employment for purposes of benefits based on seniority, such as Personal or Earned Time accrual, Longevity, retirement plan contributions, and FMLA eligibility.
17.4.4听 听Disability. If, as a result of active service in the armed forces, an听is not physically or mentally qualified to perform their former duties, they may request and will be offered employment in a position for which they are qualified and which will provide the seniority, status, and salary consistent with the federal statute.
17.4.5听 听The re-employment rights described in this section shall apply unless the circumstances of the institution or of 最快开奖直播搅珠结果 have changed as to make it impossible or unreasonable to provide听those rights.
17.5听 听Retaliation or discrimination of any employee on the basis of their military service is prohibited.听
18.听听听Leave for First Responders.听In compliance with RSA 274:66, employees who are members of a fire department, rescue squad, or emergency medical services agency may take leave without pay when they are called into service for the state or a political subdivision during a declared state of emergency. Employees may use accrued Earned听Time or Vacation leave time to cover such absence from work. For those who are members of the National Disaster听Medical System, see Military Leave (see USY V.C.17).
19.听听听Family and Medical Leave Act (FMLA). This policy outlines the eligibility criteria for requesting a FMLA leave and the obligation of the institution and the employee in order to comply with FMLA regulations.
19.1听 听Eligibility. To be eligible for leave under this policy an employee (status or adjunct) must have been employed within 最快开奖直播搅珠结果 for at least 12 months in total and must have worked at least 1,250 hours during the听12-month period preceding the commencement of the leave.
19.2听 听Definition. A family and/or medical leave of absence shall be defined as an approved absence available to eligible employees for up to 12 weeks per year. A year is defined as a "rolling" 12-month period measured backward from the date an employee uses any FMLA leave. Leave may be taken: Upon the birth of an employee鈥檚 child; upon the placement of a child with the employee for adoption or foster care; when an employee is needed to care for a child, spouse, or parent who has a serious health condition; or when the employee is unable to perform the essential functions of their position because of a serious health condition. An employee who assumes the role of in loco parentis to a child, regardless of the legal or biological relationship, is eligible for FMLA leave to care for the child. (For military-related FMLA, see USY V.C.19.7.)
19.2.1听 听In order to be considered for a FMLA leave, the employee must notify their supervisor of the request for the leave and provide appropriate documentation to Human Resources (see USY V.C.19.4). Human Resources will notify the employee within 5 days if the employee meets the eligibility requirements for FMLA leave and informs them of their rights and responsibilities under the leave.
19.2.2听 听In order to have the leave considered FMLA, Human Resources must receive medical documentation, make the determination and notify the employee in writing within five days after receipt of the medical documentation. If the designation of FMLA leave is not made or notice given, the leave cannot be retroactive and cannot be applied after the employee returns to work.
19.2.2.1听 听Exceptions. Notification can be done retroactively if the determination is made because medical documentation supporting FMLA was received by Human Resources after the employee returned to work, or when Human Resources did not learn the reason for an employee鈥檚 leave until their return to work.
19.2.3听 听All requests which meet eligibility criteria will be granted for up to 12 weeks. In cases of absence from work which qualify under FMLA and are covered by other paid leave(s), such as Workers鈥 Compensation or Interim Disability, the FMLA leave will be concurrent with the other paid听leave(s) for a period of up to 12 weeks or for the duration of the other leave(s) if it expires prior to 12 weeks.
19.3听 听Conditions of Leave. 最快开奖直播搅珠结果 will require medical documentation, and documentation for in loco parentis as needed, sent to Human Resources to support a claim for leave for an employee鈥檚 own serious health condition or to care for a seriously ill child, spouse or parent. Such documentation will be maintained in a separate file in Human Resources and released only on a need-to-know basis. For the employee鈥檚 own medical leave, the documentation must include a statement that the employee is unable to perform the essential functions of the position. For leave to care for a seriously ill child, spouse, or parent, the medical documentation must include an estimate of the amount of time the employee is needed to provide care. At its discretion, 最快开奖直播搅珠结果 may require and pay for a second medical opinion and/or periodic documentation. If the first and second opinions differ, 最快开奖直播搅珠结果 (at its own expense) may require the binding opinion of a third health care provider approved jointly by 最快开奖直播搅珠结果 and the employee.
19.3.1听 听Intermittent Leave. If medically necessary for a serious health condition of the employee or the spouse, child or parent, leave may be taken on an intermittent or reduced service schedule. If leave is requested on this basis, however, 最快开奖直播搅珠结果 may require the employee to transfer temporarily to an alternative position that better accommodates recurring periods of absence or a part-time schedule, provided the position has equivalent base salary rate and benefits.
19.3.2听 听In cases of leave for the employee鈥檚 own illness/injury, the employee will be required to use established/accrued paid leave policies (including any leave accrued during an FMLA Leave); however, the employee has the option to retain up to the equivalent of 10 Earned Time/Vacation days.
19.3.2.1听 听For status exempt employees, paid leave includes use of accrued Sick Leave, Interim Disability leave if applicable, then accrued Vacation (see USY V.A.4.10).
19.3.2.2听 听For status non-exempt hourly employees, paid leave includes the use of accrued Earned Time and Sick Pool (see USY V.A.4.9).
19.3.3听 听For leaves taken to care for family members, an employee may use Family Leave for up to 10 days (see USY V.A.9.5.10 for Earned Time use and USY V.A.4.11.2.2听for vacation). Further usage will require that the employee use accrued Earned Time or Vacation days; however, the employee has the option to retain up to the equivalent of 10 Earned Time/Vacation days.
19.3.4听 听The mandatory use of accrued paid leave is not applicable if the absence is due to a workplace听injury/illness and is compensated under Workers鈥 Compensation. However, an employee may elect to supplement Workers鈥 Compensation with accrued paid leave.
19.4听 听Responsibility. Each 最快开奖直播搅珠结果 institution shall adopt such institutional procedures as are necessary to meet the administrative requirements of this 最快开奖直播搅珠结果 policy.
19.4.1听 听Employee鈥檚 Responsibility. When the need for leave is foreseeable, such as the birth or adoption of a child, or planned medical treatment, the employee must provide 30 days鈥 notice. Appropriate documentation (e.g., physician's statements and adoption papers) must be included with the request and be sent to Human Resources. In cases of illness, the employee will be required to report periodically to Human Resources on their leave status and intention to return to work.
19.4.1.1听 听Reinstatement. Employees must notify their immediate supervisor and Human听Resources 30 days prior to the expiration of the leave of intent to return to work.
19.5听 听Benefits During Leave. (Applicable to employees participating in a medical and/or dental plan prior to leave.)
19.5.1听 听Duration of Leave. 最快开奖直播搅珠结果 will continue its usual level of contribution to the employee鈥檚 benefits for the duration of the 12-week period. For those benefits that require employee contributions, the employee will be billed for that portion of the premium if they are enrolled in the benefit.
19.5.2听 听Benefits eligible employees on an unpaid Family and Medical leave do not accumulate Vacation Leave, Sick Leave or Earned Time and are not eligible to receive compensation for Jury Duty, Bereavement Leave, Holidays, Short-Term Military Leave or Tuition Benefits for themselves (See Leave Without Pay policy, USY V.C.16.3).
19.5.3听 听Failure to Return from a Non-FMLA Leave (or returns but fails to stay 30 calendar days). In the event that an employee elects not to return to work, or returns but fails to stay 30 calendar days upon completion of an approved听unpaid leave of absence that is not covered by the FMLA, 最快开奖直播搅珠结果 may recover the cost of any payments made to听maintain the employee's benefit coverage, unless the failure to return to work was FMLA-related or for reasons beyond the employee鈥檚 control.
19.6听 听Military-Related FMLA Leave. FMLA leave approved for employees to (1) care for a member of the US Armed Forces who incurred a serious injury or illness in the line of duty while on active duty in the US Armed Forces; or to (2) deal with a "qualifying exigency" arising out of a family member's active duty service or call to active duty in the US Armed Forces; or any combination of the two, is considered Military-related FMLA leave.
19.6.1听 听Eligibility. To qualify for a military-related FMLA leave, the employee must be eligible for FMLA Leave (see USY V.C.19.1). To qualify for leave to care for a service member, the employee must be the spouse, parent, (or serve as in loco parentis) child, or "next of kin" (nearest blood relative) of a member of the US Armed Forces, including the National Guard and Reserves. (Contact Human Resources for specifics concerning "next of kin".) To quality for Exigency Leave, the National Guard Reservist, or retired member of the Armed Forces must be the spouse, son, daughter or parent (or serve in loco parentis) of the employee.
19.6.2听 听In order to be considered for a FMLA Leave, the employee must notify their supervisor of the request for the leave and provide appropriate documentation, such as documentation for in loco parentis as needed, to Human Resources (see USY V.C.19.4).
19.6.3听 听All requests which meet eligibility criteria will be granted for up to 12 weeks for "qualifying exigency" leave and for up to 26 weeks for leave to care for a member of the US Armed Forces. The combination of FMLA Leave that includes leave to care for a family member in the US Armed Forces and other types of FMLA Leave may not exceed 26 weeks in a 12-month period.
19.6.4听 听During such leave, an employee may use Family Leave for up to 10 days (see USY V.A.4.9.5.10 for Earned Time use and USY V.A.4.11.2.2 for Vacation leave use); further usage will require that the employee use accrued Earned Time or Vacation days; however, the employee has the option to retain up to the equivalent of 10 Earned Time/Vacation days.
19.6.5听 听Responsibilities during FMLA leave. See USY V.C.19.4.
19.6.6听 听Conditions of FMLA Leave to care for a family service member with a serious injury or illness. Such leave may extend up to 26 weeks in a twelve-month period. It may be taken full-time or on an intermittent or reduced work schedule. Medical documentation to support the leave request must be sent to Human Resources. Such documentation will be maintained in a separate file in Human Resources and released only on a need-to-know basis.
19.6.6.1听 听Benefits During Leave. (Applicable to employees participating in a medical and/or dental plan prior to leave.)
19.6.6.1.1听 听Duration of Leave. 最快开奖直播搅珠结果 will continue its usual level of contribution to the employee鈥檚 benefits for the duration of the 26-week period. For those benefits that require employee contributions, the employee will be billed for that portion of the premium if the employee is on leave without pay.
19.6.6.1.2听 听Benefits-eligible employees on an unpaid Family and Medical leave do not accumulate Vacation Leave, Sick Leave or Earned Time and are not eligible to receive compensation for Jury Duty, Bereavement Leave, Holidays, Short-Term Military Leave or Tuition Benefits for themselves. (See Leaves Without Pay policy, USY V.C.16.3)
19.6.7听 听Conditions of FMLA leave due to "qualifying exigency" arising from a family member in the National Guard or Reserve, or a retired member of the regular armed forces or the reserve, being called to active duty service in the military. A qualifying exigency is a circumstance such as short-term notice of deployment, military events and related activities, childcare, financial and legal arrangements, or post-deployment activities. Such leave may extend up to 12 weeks and may be taken on an intermittent or reduced-leave schedule. A copy of the family member's active duty orders or other reasonable documentation to support the leave will be sent to Human Resources.
19.6.7.1听 听Benefits During Leave. (Applicable to employee鈥檚 participating in a medical and/or dental plan prior to leave.)
19.6.7.1.1听 听Duration of Leave. 最快开奖直播搅珠结果 will continue its usual level of contribution to the employee鈥檚 benefits for the duration of the 12-week period. For those benefits that require employee contributions, the employee will be billed for that portion of the premium if the employee is on leave without pay.
19.6.7.1.2听 听Benefits-eligible employees on an unpaid FMLA leave do not accumulate Vacation Leave, Sick Leave or Earned Time and are not eligible to receive compensation for Jury Duty, Bereavement Leave, Holidays, Short-Term Military Leave or Tuition Benefits for themselves. (See Leave Without Pay policy, USY V.C.16.3)
19.7听 听Complaints concerning the application of FMLA leave should be addressed to Human Resources or the US Department of Labor.
19.8听 听Collective听Bargaining Agreements. All provisions of this policy shall prevail except as modified by any applicable collective bargaining agreements.
20.听听听Jury Duty and Witness Leave.
20.1听 听Description. An employee will be granted Jury Duty Leave with pay for the purpose of serving on a jury or as a subpoenaed witness. An employee subpoenaed for Jury or as a witness must notify their supervisor as soon as possible to allow the department to make arrangements to accommodate the absence. An employee suffers no loss of Vacation Leave, Earned Time or other benefits during the period of a leave of absence for Jury Duty.
20.1.1听 听Process. The absence will be approved only for the period required for jury service or as a subpoenaed witness. A copy of the summons to serve on a jury or subpoena to appear as witness must be presented to the supervisor in advance of the service. Employees are expected to report for work at those times when service on the jury or as a subpoenaed witness is not required. At the completion of Jury Duty or service as a witness, the supervisor must be furnished with evidence of jury service or service as a witness for the time claimed.
20.1.2听 听Pay Status. The 最快开奖直播搅珠结果 will pay the difference between the individual's regular budgeted salary and Jury Duty pay or subpoenaed witness fee (not including reimbursement for expenses) during the period of service. As an alternative, the individual serving may receive full pay for the period of service听by remitting to the institution the compensation received from the court (not including reimbursement for expenses).
20.2听 听Crime Victim Policy.
20.2.1听 听Description. In compliance with NH RSA 275:61 an employee (status or adjunct) will be granted leave time to attend court or legal/investigative proceedings associated with the prosecution of a crime in which the employee was a victim or is an immediate family member of a victim.
20.2.1.1听 听Victim is defined as a person who suffers direct or threatened physical, emotional, psychological, or financial harm as a result of a crime or attempted crime.
20.2.1.2听 听Immediate family is defined in the statute as father, mother, stepparent, child, stepchild, sibling, spouse, grandparent or legal guardian of the victim. For purposes of this policy, immediate family is extended to any person residing in the same household with the victim.
20.2.2听 听Process. The absence will be approved only for the period required for court or legal/investigative proceedings, inclusive of travel time. Documentation concerning hearings or procedures which require the employee鈥檚 presence shall be provided to the supervisor or Human Resources in advance for verification, not for retention. Confidentiality regarding the information will be maintained.
20.2.3听 听Pay Status. If a status employee is the victim, they may use up to 10 (ten) days of accrued Sick Leave or up to 75 or 80 hours of Sick Pool (without the prerequisite use of 5 Earned Time days) to cover absences due to crime victim proceedings. In the case where the victim is an immediate family member, a status employee may choose to access up to 10 days of Family Leave (see USY V.A.4.9.5.10 for Earned Time use and USY V.A.11.2.2 for Vacation) to cover the absences. If more time is required, the employee may use accrued Vacation Leave or Earned Time, or request Leave Without Pay for the periods of听absence.
20.2.4听 听Retaliation against anyone who uses a crime victim leave of absence is strictly prohibited.
21.听 听Flexible Work Arrangements. Within defined limits, 最快开奖直播搅珠结果 supports Flexible Work arrangements for employees in the form of Flextime schedules, Flex-Year appointments, Reduced Time, Hybrid Work, Fully Remote Work and Work from Anywhere (WFA). Each institution will establish approval procedures for Flexible Work arrangements. In accordance with those procedures the administrative/academic manager or designee has the authority to establish specific conditions for the arrangement, will document the arrangement in writing and place it in the employee鈥檚 employment file. Flex Work arrangements may also be assigned to a position as a condition of employment.
21.1听 听Flextime. Flextime is a change to a regular work schedule without changing the percent-time of the appointment. The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with appropriate notice if there is an incumbent (see USY V.F.5.1.3) based on institutional/operational needs and procedures. Core times/days may be required in the arrangement when Flextime employees must be working.
21.2听听 Flex-Year. Flex-Year is the assignment of a position to a specific work period in the fiscal year that is consecutive but less than 12 months. For example, Flex-Year positions supporting academic or student departments during the academic year are typically 75% to 80% appointments, begin each year in the fall and end in the spring with a non-work/non-appointment period in the summer. The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 Flex-Year request, or to assign it to a position with appropriate notice if there is an incumbent (see USY V.F.8.5.4) based on institutional/operational needs and procedures. Core times/days may be required in the arrangement when Flex-Year employees must be working.
21.3听 听Reduced Time. Reduced Time is a change to the percent time of a position. For the position to be status, it must be 75% or more. For example, an employee could request reduction from 5 days per week (100%) to 4 days (80%). The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with appropriate notice if there is an incumbent (see USY V.F.8.5.4) based on institutional/operational needs and procedures.听 Core times/days may be required in the arrangement when Reduced Time employees must be working.
21.4听 听Hybrid Work.听Hybrid work enables employees to blend working from different locations without changing the percent time of the appointment, typically between home and a 最快开奖直播搅珠结果 location.听Hybrid work is intended for positions suited for autonomy and flexibility with an expectation that some work will still be performed at a 最快开奖直播搅珠结果 office location.听The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with an incumbent based on institutional/operational needs and procedures.听Hybrid Work is not applicable to all jobs and there may be a requirement to be at the 最快开奖直播搅珠结果 office at specific times.
21.5听 听Fully Remote Work.听Fully Remote Work is an arrangement where an employee works from remote locations outside 最快开奖直播搅珠结果 locations but within the six New England states (NH, VT, ME, MA, CT and RI) on an ongoing and regular basis.听It is limited to positions where employees can successfully execute projects and daily tasks without commuting to a 最快开奖直播搅珠结果 office but where there may be an occasional requirement to do so.听 The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request, or to assign it to a position with an incumbent based on institutional/operational needs and procedures. There is no change to the percent time in a Fully Remote Work arrangement and no office space is reserved for the employee at a 最快开奖直播搅珠结果 location.
21.5.1听 听Temporary Fully Remote Work.听Temporary Fully Remote Work is an arrangement approved for no longer than three months. The same approval process and parameters are followed as a longer-term Fully Remote Work arrangement.
21.6听 听Work From Anywhere. In a Work From Anywhere (WFA) arrangement, an employee works outside 最快开奖直播搅珠结果 locations and outside the six New England states (NH, VT, ME, MA, CT and RI) on a permanent basis, with limited expectation to come to a 最快开奖直播搅珠结果 office. It is limited to positions where employees can successfully execute projects and daily tasks without need to be at the 最快开奖直播搅珠结果 office. The administrative/academic manager or designee has the authority to grant or deny the employee鈥檚 request for WFA, or to assign it to a position with an incumbent based on institutional/operational needs and procedures. There is no change to the percent time in the arrangement and no office space is reserved for the employee at a 最快开奖直播搅珠结果 location.
21.7听 听Non-Exempt Hourly Paid Employees. Due to requirements of the federal Fair Labor Standards Act (FLSA), non-exempt hourly paid employees must report exact time worked each day from any location, including a hybrid/remote/WFA arrangement and any 最快开奖直播搅珠结果 office. Overtime requires prior approval (see USY V.F.7.3.1). Non-exempt hourly paid employees must document and certify their time worked and managers are responsible for ensuring employees complete work as specified in any Flex arrangement. Records of time worked in a Flex arrangement are subject to audits, with or without notice.
21.8听 听Exempt Salaried Paid Employees. While a Flex arrangement may not change the days of work for an Exempt employee, it often means a shift in expectation from a fixed schedule to a more flexible one and from a 最快开奖直播搅珠结果 location to a non-最快开奖直播搅珠结果 location. With this shift, there is heightened need for transparency and accountability of work performed for internal and external audiences, employee and manager. Methods to meet this interest may vary over time and Human Resource is responsible for overseeing institutional accountability methods in the arrangements.
21.9听听听Flexible Work Arrangements Eligibility.听Eligibility for Flexible Work arrangements and approval procedures are determined at each 最快开奖直播搅珠结果 institution. The arrangement can be a requirement of a position or for status positions, may be proposed by either the manager or employee. This policy applies to all employees except those covered by collective bargaining agreements.
21.9.1听 听Eligibility. Not all jobs can be accomplished through a Flexible Work arrangement. Following institutional guidelines, managers are responsible for determining the suitability of both the job functions and the employee for a Flexible Work arrangement.
21.9.1.1听 听Recognizing faculty and instructors of all types operate with flexible schedules which may vary from term to term depending upon teaching, research and service responsibilities, Flex Work arrangements may be activity specific. For example, teaching a class remotely while maintaining on-campus research and service work.
21.9.2听 听Authority. 最快开奖直播搅珠结果 maintains the option to approve Flexible Work arrangements in its sole discretion through institutional approval procedures. In accordance with those procedures the administrative/academic manager or designee has the authority to establish specific conditions for the arrangement, will document the arrangement in writing and place it in the employee鈥檚 employment file.
21.9.3听 听Requirements. Flexible Work arrangements must comply with institutional requirements. Failure to comply will result in elimination of the Flexible Work arrangement.
21.9.3.1听 听Equipment. The employee must have the electronic equipment necessary for Hybrid/Remote/WFA arrangements and must have an intentional plan to ensure confidentiality of all data, so there is no additional institutional risk of data exposure or theft. 最快开奖直播搅珠结果 institutions will not normally buy additional equipment to facilitate Hybrid/Remote/WFA arrangements. The employee pays for the internet connection, upkeep of a home workspace, costs of equipment operation and maintenance; with the exception of a 最快开奖直播搅珠结果 computer.
21.9.3.2听 听Liability. Employees with any approved Flexible Work arrangement must comply with 最快开奖直播搅珠结果 policies, including IT security, harassment prevention, conflict of interest parameters, drug free workplace, safety, and confidentiality. Employees are covered by the institution's professional liability insurance and Workers鈥 Compensation when working outside a 最快开奖直播搅珠结果 location. Employees are responsible for the correct ergonomics of their workspace if working from a home office. Any taxes and legal obligations associated with Hybrid/Remote/WFA arrangements are the employee's responsibility.
21.9.3.3听 听Records and Reports. The nature of Flexible Work arrangements means that the establishment and measurement of work may shift from an assessment of observable work to more heavily outcomes focused. Managers are responsible for defining the work and setting clear expectations and goals while an employee is on a Flexible Work arrangement. Flexible Work written agreements must be forwarded to Human Resources.
21.10听 听Authority to Terminate. If the Flexible Work arrangement is not a job requirement, either the manager or the employee can terminate the flexible work arrangement. Normally, notice of the change will be given by either party (see USY.C.5.1.3).
22.听 听Cellular Phone Policy. 最快开奖直播搅珠结果 does not provide allowances or other forms of reimbursement for cell phones or other types of cellular related connectivity (E.g., cellular modems and hot spots, voice or data plans, etc.). Some exceptions to this practice have been identified are described below. Please also refer to Policy 8-005, Portable Communication and Computing Devices.
22.1听 听Scope. This policy covers cell phones and other wireless communication devices. The policy excludes the following: Pagers, Two-way radios, Modems, aircards, Mobile devices shared by department personnel owned by the departments, Wireless devices covered under sponsored programs/grants, and Authorized users covered by collective bargaining agreement.
22.2听 听Eligibility Based on Business Need.听In some rare cases, 最快开奖直播搅珠结果 business needs may require the business use of an employee鈥檚 personal cell phone. In the cases where reimbursement is warranted, employees must experience a work mandated condition that results in charges over and above their standard cell phone plan. Examples of such situations might include extensive travel for 最快开奖直播搅珠结果 purposes or extended 最快开奖直播搅珠结果 mandated phone calls where no land line is available.
22.2.1听 听Exceptions.
22.2.1.1听 听Grant Funded Phones.听 This policy excludes wireless devices under sponsored programs/grants. In some cases, grant compliance requirements may necessitate the procurement or reimbursement of cellular phone plans. Reimbursement for cellular phone use is permitted where it is required and funded by the respective grant.
22.2.1.2听 听Compliance Required Phones.听In some rare cases, 最快开奖直播搅珠结果 provided phones may be required due to regulatory or contractual requirements (i.e. Campus Safety, risk management, records retention, etc.) In these situations, employees may be provided cellular phones under a 最快开奖直播搅珠结果 contract to meet various compliance requirements.
22.2.1.3听 听Pooled Phones.听At the discretion of the VPFA office, 最快开奖直播搅珠结果 may maintain a small number of cellular phones that can be issued to personnel on a temporary basis for campus support functions. These phones will not be issued to an individual on a permanent basis and the contracts for these phones shall be maintained by 最快开奖直播搅珠结果.
22.3听 听The provisions of the 最快开奖直播搅珠结果 Cellular Phone Policy still applies to identified exceptions and the VPFA office should be consulted for clarification on the allowability of these costs.
22.4听 听Allowances.听最快开奖直播搅珠结果 does not provide allowances for cell phones, data plans, or other forms of remote connectivity.
22.4.1听 听Contract provided phones (subject to VP for Finance & Administration approval)
Except as noted in section 22.2.1 of this policy, 最快开奖直播搅珠结果 will no longer provide cellular phones for employees.
22.5听 听Reimbursements.听Employees that are required to engage in a temporary activity that results in cell phone charges above their standard monthly cell phone plan may submit the overage amounts and documentation of the charges above their standard monthly bill to their respective departments for approval and reimbursement. Employees may not use procurement cards (Pcards) for the purchasing of cellular phone plans or to pay for overage amounts directly.
22.6听 听Effective Date. The new Cellular Phone Policy is effective 07/01/2018. 最快开奖直播搅珠结果 will no longer provide cell phone allowances after approval of this policy, except contract provided phones or temporary reimbursement of charges as described in section 22.2.1.
23.听 听Reporting Allegations of Employee Sexual Harassment and Violence.
23.1听 听Reporting to the Chief Executive Officer.听Any allegation of sexual harassment or violence by an employee of a 最快开奖直播搅珠结果 institution shall be reported to the chief executive officer of the institution as soon as the allegation is known to the institution鈥檚 Title IX compliance officer or other designated Title IX complaint intake officer.听[See also Protocol for Reporting, Management, and Tracking of听Allegations of Sexual Misconduct Committed by 最快开奖直播搅珠结果 Employees].
24.听 听Expression of Milk in the Workplace
24.1听 听Supporting employee well-being and success is at the heart of the 最快开奖直播搅珠结果鈥檚 (最快开奖直播搅珠结果) pursuit of inclusive excellence.听最快开奖直播搅珠结果 will provide nursing employees with sufficient space and reasonable break periods for the expression of milk as described in this policy.
24.2听 听Policy Statement. 最快开奖直播搅珠结果 institutions will provide a workplace that supports nursing employees that need to听express听milk听during听working听hours听for听a听period听of听one听year听following听the听date听of听the听birth听of听a听child.听Additionally, it is 最快开奖直播搅珠结果 policy to prohibit discrimination or retaliation against nursing employees who exercise their rights under this policy.
24.3听 听Definitions:
鈥淓xpression of milk鈥 means the initiation of lactation by manual or mechanical means but shall not include breastfeeding.
鈥淩easonable break period鈥 shall mean an unpaid break of approximately 30 minutes for every three (3) hours of work performed by a nursing employee, for the purpose of expressing milk.
24.4听 听Applicability of the Policy:
24.4.1听 听All 最快开奖直播搅珠结果 institutions; and
24.4.2听 听最快开奖直播搅珠结果 faculty, staff, and graduate research and graduate teaching assistants
24.5听 听Procedures: Supervisor and Employee Responsibilities
24.5.1听 听A nursing employee shall notify their supervisor at least two (2) weeks prior to needing reasonable break periods and sufficient space for expression of milk during work听hours. The supervisor should be aware of the need to support nursing employees and should provide a reasonable break period as defined by this policy to meet this need.
24.5.2听 听The supervisor and employee will work together to develop a schedule for reasonable break periods for the expression of milk. It may include such options as taking a nursing employee their break period contemporaneously with break or meal periods already provided by the employer or different terms听 negotiated by the supervisor and the employee. Employees cannot be required to make up time related to use of this break period.
24.5.3听 听The supervisor will work with the employee to identify access to a reasonable, sufficient space shielded from view and free from intrusion from coworkers and the public, for expressing milk for a nursing child. The room will have accessible electrical outlets, a chair, a sink close by with a clean, safe water source and a place to safely store milk while at work, for example, in a personal cooler or refrigerator. If there is adequate privacy, the room could include an employee鈥檚 own office space or a lockable conference room. If such a room does not exist in the building that houses the work unit, arrangements will be made to allow the employee to use one of the campus lactation rooms.听The location must be within a reasonable walk of the employee鈥檚 worksite, unless otherwise mutually agreed to by the employer and employee. The space cannot be a bathroom but can be either temporary or permanent in nature.
Consult your campus Human Resource(HR) HR or website for a list of lactation rooms and how to access them.
24.5.4听 听Employers may be exempted from providing reasonable break time and sufficient space for expressing milk if it would impose an undue hardship to the employer鈥檚 operations.
24.5.5听 听Employees and supervisors who have concerns or questions regarding the 最快开奖直播搅珠结果 Expression of Milk in the Workplace Policy should contact their campus Human Resources office.
24.5.6听 听Employees who believe they have been denied the use of sufficient space or reasonable break periods should contact their institution鈥檚 Office of Human Resources or the Equity Office.
At Keene State College (KSC): Office of Justice, Equity, Diversity and Inclusion (603) 358-2206.
At Plymouth State University (PSU): Inclusion, Diversity, Equity and Access Office at (603) 535-2365.
At University New Hampshire (UNH): Civil Rights and Equity Office at (603) 862-2930 Voice/TTY.
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