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HR Services & Policies
Departmental Administrator TrainingFriday, November 3, 2006
Presented by: Theresa Milazzo- Associate VP, Human Resources
Jeanne Thigpen- Manager, Employee Relations and OD
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HR Services and Policies
Our job: Provide tools, resources and assistance to help you attract, hire, retain, motivate and develop your employees.
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Overview of Central HR
Transactional Employment Benefits Training Salary
Administration Data/Reporting
Consultative Organizational
Design Job Design Employee
Relations Coaching
How we work:
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Employment
Staff Recruiting Emory Search Group Emory Temporary Services
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Compensation
Market Analyses Job Evaluations and Salary Structures Career Paths Equity/Compensation Studies Incentive Plans
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Organizational Development
Partners with Learning Services for OD and training initiatives within units (e.g.: conflict resolutions, team building)
Manager Consultations/Coaching Employee Relations Organizational Assessments Team Dynamics Performance Management Consulting Policies Conflict Resolution/Mediation
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Learning and Career Development
Training Programs HR ToolKit Leadership for Results Interpersonal Skills Certificate Excellence Through Leadership Skills Enhancement Program Steps 2 Your Success Mentor Emory
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Learning and Career Development
cont’dClasses Customer Service Performance Management Work Effectiveness Defensive Driving Make a Move Within New PeopleSoft Training Module: Web
Enrollment & Database
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Benefits and Employee Services
Customer Service for Issues and Assistance Vendors and Plan Design Service Awards Awards of Distinction Staff Fest Tuition Reimbursement/Scholarship
New Web Features on PeopleSoft Self Service Change Retirement Contributions Family Status Change
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Faculty Staff Assistance Program
Wellness and Health Promotion Behavioral Health Organizational Dynamics
(Behavioral Basis)
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Technical/Data Services
Reports and Labels On-line Request Process
Data Access Management/Security
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How Do We Link with EHC HR? Coordinated job titles and salary structure
Same HR/Payroll/Recruitment System for administration and employee Self Service
Same administration for Workers Compensation Health Care Plans Faculty Staff Assistance Program
Differences driven by competitive market and financial considerations Pay Practices and Merit Budgets Benefits Programs Performance Management Training and Development (Clinical and Non-Clinical) Policies
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Key HR Policies
Standards of Conduct Corrective Discipline Family Medical Leave Act Performance Management Reduction in Force (RIF)
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Standards of Conduct
Emory pursues excellence and insists on high standards of conduct and performance.
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Corrective Discipline
The corrective discipline process is designed to be constructive and corrective and to promote employee success.
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Document
Document all steps of the corrective discipline process as they occur.
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Steps in the Process
The Steps of Progressive Discipline
Oral Counseling Written Warning Final Written Warning Suspension without Pay Administrative Leave without Pay Dismissal
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Corrective Discipline cont’d
Employees terminated for unsatisfactory performance, attendance, or behavior are not eligible for rehire at Emory University or Emory Healthcare.
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Family & Medical Leave Act
(FMLA) Eligible employees may take up to 12
work weeks of unpaid, job-protected leave under FMLA in a rolling 12-month period for specified family and medical reasons.
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Employee Eligibility
Have worked at least 12 months
(need not be consecutive) Have worked at least 1,250 hours over the
preceding 12 months Work at a location where at least 50
employees reside within 75 miles
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Reasons for Leave
Birth of child, care for newborn Placement of a child -- adoption or foster
care Care for an immediate family member with
a serious health condition Employee’s own serious health condition
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Performance Management
The process offers a planned opportunity for the employee and supervisor to meet and mutually identify, discuss and document performance, expectations, accomplishments, and goals.
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Performance ManagementEmory’s Performance Management
Process
Mid-year Review
AnnualReview
DevelopmentPlan
Performance Planning
•SettingDepartment andIndividual Goals
•Ongoing Coaching/Feedback
•DocumentingPerformance
•RecommendPay Actions
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Reduction in Force (RIF)
A reduction in force (RIF) is a separation from employment due to:
Lack of funds Lack of work Redesign or elimination or position(s) Reorganization
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Selection Criteria
Identification of positions for reduction will be made in accordance with the following:
Qualifications Level of documented performance If all other factors are equal, seniority will
govern
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Contacts Melissa Boshart
Manager, Emory Search Group404- 727-7068
Peter BuchPeopleSoft Access Requests and Report Requests404-727-5222
Shauntae ClevelandStudent Hire Assistance404-727-9274
Donna CrabbManager, Emory Temporary Services404-712-8316
Faculty Staff Assistance Program404-727-4328
John KoskyManager, Compensation404-727-7617
Sherry StodghillHRAFs and PeopleSoft HR Web Support404-727-6066