Human Resources
November 2005
HR Advisory Group -
Meeting Minutes
Attended: S. Thorp; S. Pustay; B. Carr; B. Rusch;
L. Mackenzie-Crane; J. Nichols; L. McIlyar; C. Trager
Absent: L.
Payne
Scribe: Jim
Ables, Office of Human Resources
Date:
December 2, 2005
Subj:
HR Advisory Group
Meeting Minutes - November, 2005
Cc:
Seth Patton; Bill
Acklin
New Items
1.Job
Postings - A concern
was brought up regarding the filling of the Dispatcher position in the Physical
Plant without it being posted. This was an exception to the job posting
policy. The decision was made to preempt the policy in this situation,
which the college retains the right to do. It should not be expected that exceptions
to the job posting policy would be a regular occurrence. The position vacated
and the position filled are at the same grade level - an Office 10.
Therefore, an opportunity at the same level was not lost - the Personnel
Assistant position will be posted at the college after a new Director of Human
Resources is identified.
2.Smoking
Garage & University Vehicles - Concern was expressed that employees are smoking inside the garage
at the Physical Plant and possibly in University vehicles. This will be
brought to the Director of the Physical Plant for review. It was
suggested that some staff may be unaware of the smoking policy.
3.SOS
Handbook/Attendance Policy - Physical Plant - The issue was raised whether or not a special
section needs to be added for the Physical Plant in the attendance policy
because that area has a more specifically defined standard for
absenteeism. The Physical Plant defines poor attendance based on the
average absenteeism of its staff which is somewhere around seven days per
year. However, the seven days per year does not include time used for
family/medical leaves. Each employee's attendance has to be reviewed to
determine how his/her days off relate to the standard. The issue raised
is whether or not all support staff should have the same standard or should a
specific section be included for the Physical Plant staff. The policy is
written purposely to be flexible - each department can identify how it
defines unsatisfactory attendance. Therefore, it works as intended. It
was mentioned that many staff believe you can take off 12 days per year without
being counseled because each employee accrues one day per month. The sick
days are meant to accrue for short-term disability situations and are not an
allowance to take 12 days off per year without recourse. This needs to be
communicated more clearly so that staff understands.
4.Benefits
Usage Survey - A
representative brought up the idea of a benefits usage survey but withdrew the
suggestion based on the discussion of item three above.
5.Employees
Disciplined for Bringing Issues to HRAG - A representative stated that s/he was
admonished for bringing an item up to HRAG and was made to feel that items
needed to be approved before being brought up to the group. While what
was said or meant is open to interpretation (only one side of it was heard), it
was discussed that this is an open work environment and that having open
dialogues about issues is germane to the
6.Disability
Access to Physical Plant
- There are currently no handicapped parking spots at the physical plant.
A representative asked if there needs to be a handicapped spot. The question
raised is should there be at least one. This issue will be shared with
the Director of the Physical Plant for review.
7.Healthcare
& Flexible Spending Accounts - Jim Ables reminded
everyone that the deadline for the open enrollment period is December 2.
Updates
1.Tuition Benefit
- There was no update available to share regarding the Tuition Benefit
Elsewhere program. HRAG asked if the amount of $1,500 would ever be
increased. Also, at the November meeting, it was discussed if the tuition
policy could be changed to include accredited two-year schools that award
associate degrees, especially now that dependents don't have a guaranteed
opportunity to attend