Human Resources

Attended:  S. Pustay; B. Carr; B. Rusch; L. Mackenzie-Crane; L. McIlyar; E. Best; S. Scheiderer; L. Payne;

Absent:        J. Hoskinson

Scribe:         Jim Ables, Office of Human Resources

Date:             September 29, 2006

Subj:              HR Advisory Group Meeting Minutes - September, 2006

Cc:                  Seth Patton

New Items

1.Denison Student Enrollment Policy for EmployeeDependents - The issue of the change in the tuition remission policy for dependents was raised again. The change to remove a guarantee of an opportunity for an employee's dependent was changed about three or four years ago. However, the issue raised was about how decisions like these are made and whether or not an open forum with support staff and others should be held prior to making a change to policy.  In this case, it was a group of Denison administrators that discussed and recommended the change. It was discussed at HRAG and at the supervisory group meeting. Ultimately, the recommendation to cease guarantee of an opportunity at Denison, regardless of grades and preparation for entrance, was approved. While there was not an open forum, the issue was discussed at HRAG and at the supervisory group meeting. Open forums regarding changes remain an option. However, open forums are a way to discuss issues and receive feedback on possible changes - it is not a forum to make decisions.

The tuition benefit with respect to 4 year versus 2 year colleges was also discussed. This tuition benefit has always been a benefit for four year colleges.  It started with Denison only and was expanded to the GLCA colleges and to other four year colleges with the cash assistance program. Therefore, Denison has decided to keep its tuition policy for four year accredited colleges.  Dependents going to four year accredited colleges will qualify for the cash assistance benefit, currently $3,000 per year as of July 1, 2006, even if courses are offered toward an associate’s degree. The college has to be one that is accredited and offers bachelor degrees.

2.Vacation Policy - There were two issues discussed. The first was the possibility of offering more than 4 weeks of vacation. For example, possibly offering 5 weeks after 20 years of service. HRAG did discuss, a few years ago, the possibility of offering a bonus week of vacation after so many years of service. It was discussed with the supervisory group. It was determined at the time that our vacation schedule as it was very competitive in the market and therefore there was no need to make a change.

The other vacation issue related to part-time staff. About five years ago or so vacation benefits were added for part-time staff. Part-time staff accrues ½ of what a full-time employee accrues for 0 to 5 years of service. So, part-time staff does not receive a prorated vacation accrual as they attain more years of service like full-time staff do. This was done intentionally. It was believed that we were offering competitive benefits for part-time staff as it was designed; there was a concern that additional vacation for staff  scheduled on a part-time basis would be difficult to accommodate.

Human Resources completed the local LickingCounty wage and benefit survey recently and it can be reviewed to see if we are still competitive on both vacation issues.

3.Employee Promotion Policy - A question was asked about how someone who may have a written warning regarding performance can get promoted. We do not discuss personal and confidential issues at HRAG. Also, it is not known whether this situation occurred or not. Managers are able to review an employee's personnel file if s/he applies for an internal position. It is the responsibility of the hiring manager in consultation with Human Resources to make the hiring decision.

4.Provost Search Committee - The Associate Provost office will be conducting an election for an SOS representative on the Provost Search Committee.  

5.SOS Handbook- A few changes will need to be made to the SOS handbook to bring it up to date. Part of the updates is a result of the new administrative staff handbook that was first published last year. Human Resources will review the changes with HRAG prior to publication.

6.Leave Donation - A question was asked if a retiree could donate the remainder of his/her sick time accrual for leave donation. These questions are raised from time to time.  The leave donation is set up on a case by case basis. The university is not interested in setting up a leave donation fund that would have to be accounted for and administered.

7.403b Retirement/Carriers - Human Resources in conjunction with Finance and Management will be conducting a review of the university retirement carriers to determine if there are funds which should be offered, funds which should no longer be offered, and if a different slate of carriers for investment of retirement funds needs to be offered.

8.Health Care Renewal - Human Resources will share information at the next two meetings regarding the health care and dental renewal for 2007. More information to follow.

Updates