Recent Additions and Revisions

3.62 / Travel Pay for Non-Exempt Employees

Effective: August 8, 2019

Initiating Authority:

Human Resources Business Partners.

Summary of Policy or Policy Change:

To provide guidelines of when non-exempt employees are traveling and when that time is considered recorded work-time.

Reason Or Need For Policy:

To establish clear guidelines for travel pay to non-exempt employees.

Applicable Laws or Authority (if any):

DOL 鈥�

The following University Stakeholders were included:

  • Human Resources Business Partner Team 鈥�
    • Lana Anthis, HRBP
    • Rebecca Reiling, HRBP
    • Marcie Holsteen, HR Professional
    • Judy Espinoza, Executive Director HR
  • Bobby Gandu 鈥� Assistant Vice President for Strategic Enrollment Management
  • Lois Tatro 鈥� Senior Associate Vice President for Financial Services

Policy

Revised: July 17, 2019 | Effective: February 25, 1999

3.36 / Copyright

Revised: July 17, 2019 | Effective: July 1, 1997

Updated to include "Possible Penalties for Violating 萝莉社 Copyright Policies or Copyright Law" section.

3.58 / Protection from Retaliation for reporting Wrongful Conduct

Effective: July 16, 2019

Requested by:

Human Resources Business Partners.

Summary Of Policy Or Policy Change:

Adding procedures for employees to report according to KBOR and State of KS regulations.

Reason Or Need For Policy:

It was identified that we had the Kansas Whistleblower Act on a 萝莉社 website within Human Resources, but was not linked to any specific page. After reviewing KBOR and Kansas Whistleblower Act, both called for agencies to prominently post a copy of Whistleblower Act (K.S.A. 75-2973) 鈥渋n locations where it can reasonably be expected to come to the attention of all employees in the institution鈥�. It was identified that we should define reporting procedures for 萝莉社 employees.

Applicable Laws or Authority (if any):

  • KBOR 鈥� Whistleblower
  • K.S.A. 75-2973
  • 41 U.S.C.A. 搂4712
  • 5 U.S.C.A. 搂2302

Reviewed by the Following University Stakeholders:

  • Human Resources Leadership Team 鈥�
    • Jamie Olmsted, Leader of Total Rewards
    • Sheryl Propst, Assistant Director
    • Susan Martin, Director of HR Operations & Systems
    • Marcie Holsteen, Human Resources Professional
    • Judy Espinoza, Director of Human Resources
  • General Counsel鈥檚 Office 鈥� Molly Gordon, Associate General Counsel
  • Faculty Senate
  • UP Senate
  • USS Senate

3.59 / Reduction in Force

Effective: July 16, 2019

Requested by:

Human Resources Business Partners.

Summary of Policy or Policy Change:

Policy was revised to provide a process to reduce the workforce which may come about in a number of situations (program discontinuance/financial exigency).

Reason Or Need For Policy:

To bring USS and UP staff under the same procedure if there was a need to reduce the workforce (layoff). USS currently has 7.20 and UP currently has non-reappointment process. This policy would not change current notification timelines for UP, but would streamline the process so it would be the same for both work groups.

Applicable Laws or Authority (if any):

N/A

Reviewed by the Following University Stakeholders:

  • Human Resources Leadership Team 鈥�
    • Jamie Olmsted, Leader of Total Rewards
    • Sheryl Propst, Assistant Director
    • Susan Martin, Director of HR Operations & Systems
    • Marcie Holsteen, Human Resources Professional
    • Judy Espinoza, Director of Human Resources
  • General Counsel鈥檚 Office 鈥� Molly Gordon, Associate General Counsel
  • Faculty Senate
  • UP Senate
  • USS Senate

Other Notes for Consideration:

Policies that would be rescinded:

  • 6.14 / Program/Unit Discontinuance Procedures for Unclassified Professionals
  • 6.15 / Financial Exigency Procedures for Unclassified Professionals
  • 7.20 / Layoff Plan for University Support Staff

3.60 / Children in the Workplace

Effective: July 16, 2019

Requested by:

Human Resources Business Partners.

Summary of Policy or Policy Change:

Intent is to provide guidance as to when children can appropriately be at the workplace.

Reason Or Need For Policy:

Departments have reached out to HR to provide guidance on when children can be in the workplace and how to address when it would not be appropriate to have children in the workplace. This policy was created to better support the departments and create guidelines for the University.

Applicable Laws or Authority (if any):

N/A

Reviewed by the Following University Stakeholders:

  • Human Resources Leadership Team 鈥�
    • Jamie Olmsted, Leader of Total Rewards
    • Sheryl Propst, Assistant Director
    • Susan Martin, Director of HR Operations & Systems
    • Marcie Holsteen, Human Resources Professional
    • Judy Espinoza, Director of Human Resources
  • General Counsel鈥檚 Office 鈥� Molly Gordon, Associate General Counsel
  • Faculty Senate
  • UP Senate
  • USS Senate

14.03 / Purchases of $10,000 or More

Revised: June 19, 2019 | Effective: March 29, 2016

Summary Of Policy Or Policy Change:

Policy increases the dollar amount of departmental purchasing authority without the assistance of the Purchasing Department.

Reason Or Need For Policy:

Increased thresholds now match the Federal micro-purchasing thresholds.

Reviewed By The Following University Stakeholders:

  • Steve White, Director of Purchasing
  • Kristie Courtney, Accounts Payable Manager
  • Troy Bruun, AVP and University Controller

14.02 / Purchases Less Than $10,000

Revised: June 19, 2019 | Effective: March 29, 2016

Summary Of Policy Or Policy Change:

Policy increases the dollar amount of departmental purchasing authority without the assistance of the Purchasing Department.

Reason Or Need For Policy:

Increased thresholds now match the Federal micro-purchasing thresholds.

Reviewed By The Following University Stakeholders:

  • Steve White, Director of Purchasing
  • Kristie Courtney, Accounts Payable Manager
  • Troy Bruun, AVP and University Controller

3.27 / Emeritus Status

Revised: June 4, 2019 | Effective: January 1, 2005

Requested By:

Human Resources Business Partners

Summary Of Policy Or Policy Change:

Revised Policy:

  • Updating to current policy and procedure format
  • Clarifying how a department requests emeritus status

Reason Or Need For Policy:

Policy was reviewed to identify if any updates needed to be made. Updates include placing in current policy and procedure format, clarifying for departments to place requests for emeritus status in writing

Applicable Laws Or Authority (if any):

KBOR

Reviewed By The Following University Stakeholders:

  • Human Resources Leadership Team
    • Jamie Olmsted, Leader of Total Rewards
    • Sheryl Propst, Assistant Director
    • Susan Martin, Director of HR Operations & Systems
    • Marcie Holsteen, Human Resources Professional
    • Judy Espinoza, Director of Human Resources
  • General Counsel鈥檚 Office (legal form only) 鈥� Molly Gordon, Associate General Counsel
  • Faculty Senate
  • UP Senate
  • USS Senate

3.37 / Employment Files

Revised: June 4, 2019 | Effective: February 14, 2010

Requested By

Human Resources Business Partners

Summary Of Policy Or Policy Change:

  • Updated title from Personnel File to Employment File.
  • Provide guidance for consolidated employment files in Human Resources, and guidance for department and academic files.
  • Define procedure for employees who request to review their own employment file

Reason Or Need For Policy:

HR has established a goal to review all policies every 2-3 years to ensure accuracy and compliance. This policy was last updated in 2010.

Reviewed By The Following University Stakeholders:

  • Human Resources Leadership Team
    • Jamie Olmsted, Leader of Total Rewards
    • Sheryl Propst, Assistant Director
    • Susan Martin, Director of HR Operations & Systems
    • Marcie Holsteen, Human Resources Professional
    • Judy Espinoza, Director of Human Resources
  • General Counsel鈥檚 Office (legal form only) 鈥� Molly Gordon, Associate General Counsel
  • Faculty Senate
  • UP Senate
  • USS Senate