Memos

PPSM Policy Update- Absence from Work 2.210, PPSM 62 and Local PPSM 20

Friday, October 3 2014

TO:      Campus Community
FR:      Cynthia Seneriz, Acting Director, Human Resources
RE:      PPSM Policy Update- Absence from Work 2.210, PPSM 62 and Local PPSM 20

I am writing with an update on revised and updated Personnel Policies for Staff Members (PPSM).  The University has completed the employee comment phase and proposed changes to PPSM 62, Corrective Action and Local PPSM 20, Recruitment and Internal Promotion are now in effect.  In addition, the Office of the President has issued technical updates for Absence from Work Policy, 2.210, effective July 1, 2014.  Additional information about the changes and updates for each policy is summarized below.  If you have any questions, please contact Farfalla Borah in Human Resources.  Thank you.

ABSENCE FROM WORK 2.210

PPSM Policy 2.210 (Absence from Work) was revised to include a number of technical changes with a focus on aligning the policy with legal requirements enacted since the last issuance of the policy in early 2013.  The policy is applicable to Professional and Support Staff, Managers and Senior Professionals, and Senior Management Group members.   (Represented staff should refer to their respective collective bargaining agreement.)  The technical changes are effective July 1, 2014 and are detailed below.

Policy Section

Revised Policy Details

Definitions related to eligibility for FMLA Military Caregiver Leave and Qualifying Exigency Leave (QEL) [page 6].

Revised to reflect current regulatory language.  New FAQ [page 43] addressing a “contingency operation” for purposes of determining eligibility for QEL.

Sick leave for Parental Bonding Leave purposes [chart - page 18].

Add language clarifying that an eligible employee may use up to 30 days in a calendar year for such purposes.

Family and Medical Leave – QEL activities and provisions [page 30].

Add language noting that QEL activities include parental care for the parent of a military member and that the time off to be with a military member on temporary rest and recuperation leave has increased from 5 to 15 days.

Leave Related to an Employee’s Work-Related Injury or Illness [page 32].

Add language noting that vacation and sick leave advanced against future temporary disability payments will be reimbursed to the university and to restore sick and vacation leave credit, where appropriate.   

Voluntary Civil Service Leave [page 36].

Add language to allow reserve peace officers and emergency personnel to take unpaid leave for fire, law enforcement, or emergency rescue training. 

Victims of Domestic Violence, Sexual Assault, or Stalking [page 41].

Add a definition of stalking [page 9] to align with the updated “Victims of Domestic Violence, Sexual Assault, and Stalking” section and the definition used in the revised Sexual Harassment and Sexual Violence Policy.  Allow the use of sick leave consistent with use for victims of domestic violence and sexual assault.  Detail reasonable accommodation options within an FAQ [page 53].

 

PPSM 62 CORRECTIVE ACTION

PPSM 62, Corrective Action, effective September 23, 2014, has been updated in order to clarify the corrective action process the University may use when an employee fails to meet acceptable work or performance standards, including implementing a more standard progressive discipline process that will allow for flexibility in appropriate circumstances. The policy is applicable to Professional and Support Staff only.   (Represented staff should refer to their respective collective bargaining agreement.) 

 

LOCAL PPSM 20, RECRUITMENT AND INTERNAL PROMOTION

Local PPSM 20, Recruitment and Internal Promotion, has been updated to finalize our campus process for internal promotion. The internal promotion procedures were put into effect on an interim basis only and Human Resources has now formally implemented the provisions.  PPSM 20, Recruitment and Local PPSM 20 are both applicable to Professional and Support Staff, Managers and Senior Professionals, and Senior Management Group members.   (Represented staff should refer to their respective collective bargaining agreement.)  Please note that Local PPSM serves as campus’ implementing procedures for systemwide PPSM and, in combination, all of these policies and procedures are designed to inform non-represented employees about the expectations and entitlements of the University with regard to their employment.

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