SHBP Health Contribution and Copayment Changes

The New Jersey Division of Pensions and Benefits implemented changes to the State Health Benefits Program (SHBP) effective July 1, 2007, that include changes to health insurance contribution and copayment amounts. The standard insurance contribution for employees enrolled in any SHBP medical and/or prescription coverage plan is 1.5 percent of the employee’s annual base salary. This contribution amount remains at 1.5 percent of annual base pay regardless of the plan (Traditional, NJ Plus, or any HMO), level of coverage (single, member and spouse/partner, parent and child, or family), or type of coverage (medical and/or prescription coverage). Full story

Supervisor Development Program Celebrates 6th Anniversary

What is held each semester, is completely free of charge, and will celebrate its sixth year this fall? With more than 275 graduates, the Supervisor Development Program (SDP) is one of the most popular certificate programs offered through the University Human Resources Professional Development Program.

Providing job-specific knowledge and skill enhancement for supervisors is a proven idea at Rutgers that dates back to the late 1950s. At that time, the six-day Internal Supervisory Development Program was presented by faculty from the University Extension Division and Institute of Management and Labor Relations. Dog-eared, yellowing pages of notes reveal that many things have changed at Rutgers, although basic issues remain the same. We no longer call women employees “girls” when discussing them, the university no longer has a clerk steno position, and the Personnel Department has been replaced by University Human Resources. However, 50 years later, the issues of morale and motivation, training employees, and handling employee problems are still timely and vital to supervisors of university departments.

Our current Supervisor Development Program, a comprehensive three-day offering, was launched in fall 2001. Drawing the interest of many new and experienced supervisors each semester, the program continues to deliver opportunities for supervisors to network, share ideas, and try new approaches to solving supervisory problems.

SDP workshops are presented by University Human Resources experts and focus on establishing oneself as a supervisor, managing employees, and creating a positive work environment. Participants leave the SPD experience with a variety of take-home reference materials and a sense of increased confidence in their role.

Any full-time university supervisor who oversees full-time staff is eligible to participate in the program. Information about program topics is available on the UHR website. For additional information and to register, contact Christina Bilinski.

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Employee Profile: Laura Iarkowski, Associate Director of Human Resources

When Laura Iarkowski joined University Human Resources in January 2004, she saw an opportunity to apply her corporate human resources experience to the higher education environment—and to help define the newly established HR consulting role at Rutgers. “Because of my strategic background, I felt I had something to offer,” she says. Laura was hired as an HR Consultant, subsequently served as Senior HR Consultant, Assistant Director of Consulting and Staffing, and in April, was promoted to the position of Associate Director of Human Resources.

Laura has more than 15 years of corporate experience as a HR professional for national and international companies in the information technology (IT) industry and was a partner in her own human resources consulting firm for five years. Her knowledge of the IT field has served her well as the chair of the classification review committee that evaluates IT positions at the university and as a member of the UHR team responsible for the development of the online Applicant Tracking System (ATS), a customized job posting and hiring interface.

Under Laura’s direction, UHR recently completed a reorganization of its consulting services and compensation areas so that staff are cross-trained to better support university clients. The initiative will offer departments a new level of comprehensive service and ensure consistent interpretation of policies. In the area of staffing services, she has led the effort to institute an enhanced prescreening process for temporary employees that includes a level of software proficiency testing far beyond the basic typing test.

In addition to her responsibilities overseeing client assignments, compensation, and position classification issues, Laura often collaborates directly with departments to solve complex issues. She views her role and that of the HR consulting team as one that requires business savvy as well as HR expertise. “Beyond simply interpreting and applying policies, we need to understand the organizational structures at Rutgers from the inside out, considering the organization’s mission and goals—both present and future.”

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Best Practices in Education and Training: Rutgers Dining Services

Rutgers Dining Services personnel benefit from training and education initiatives—even before they are hired as university employees. With more than 250 applications received annually and approximately 40 to 50 new employees each year, Dining Services conducts a New Hire Information Workshop to streamline its hiring process. The one-hour program, first launched in April 2004, provides prospective employees an overview of the university, an introduction to Rutgers Dining Services, and an explanation of the service mission and safety standards of the department. Dining Services managers outline the work hours, availability, conduct, and commitment that are required to work in a unit that is crucial to supporting student life at Rutgers. Attendees are asked to introduce themselves before being invited to submit a formal employment application for consideration. During the summer months, workshops are held as frequently as once a week and are attended by as many as 70 individuals each session. The process has become so popular that many prospective employees hear about it—and the benefits of working at Rutgers Dining Services—by word of mouth.

When approached by University Human Resources (UHR) to participate in the Background Investigation pilot program, Dining Services found an ideal supplement to the New Hire Information Workshop. Offering the ability to screen applicants in the final stages of consideration, the program has proven to be a great asset in determining qualifications and suitability for joining the Dining Services team.

Dining Services takes advantage of UHR educational opportunities as well. Each August, Dining Services teams up with UHR to present training initiatives for full- and part-time employees. Last year’s topic was diversity in the workplace; sessions on workplace violence and harassment prevention are planned for August 2007. Dining Services has also initiated a series of customized UHR workshops for its employees on such topics as posting and bidding procedures, effective communication, and managing conflict.

Through the New Hire Workshop and efforts to provide ongoing employee training, Dining Services strives to keep employees well-informed of the importance of their role. “The services we provide are paramount for the students,” says Danielle Niro, Assistant Director of Business Affairs. “Customer service is high priority, and these are front-line staff interacting with students—we only want the best people who really want to be here.”

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From the State

Governor Corzine has expressed support for legislation that would mandate up to 12 weeks of paid family leave for full-time employees in the state. Under the bill, workers on family leave would receive two-thirds of their salary up to a maximum of $502 per week in 2007 to care for a sick family member or a newborn or newly adopted child. The funds to support this measure would come from the state’s temporary disability insurance fund, financed by a 0.1 percent charge against a worker’s weekly wages.

Under the current New Jersey Family Leave Act, employees who meet certain criteria are eligible for unpaid family leave of up to 12 weeks during a 24-month period after the birth or adoption of a child or the serious illness of a family member. Under the federal Family and Medical Leave Act, businesses of 50 or more employees are required to offer up to 12 weeks of unpaid leave during a 12-month period under these same criteria in addition to reasons related to the employee’s own disability. California is currently the only state with a paid family leave program, although Washington has adopted a plan that will take effect in October 2009.

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The Healthy Workplace Act, which is pending in seven state legislatures including that of New Jersey, provides that it “shall be an unlawful employment practice for an employer to subject an employee to abusive conduct or to permit an abusive work environment.” The conduct does not need to be on the basis of a protected category such as race, religion, age, or gender as is necessary to make a claim of discrimination or harassment. The bill provides for a limited liability on the part of the employer with no punitive damages or attorney's fees.

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RU Hidden Treasure: Snyder Farm and Teaching Garden

Located in in Pittstown (Hunterdon County), NJ, Snyder Research and Extension Farm helps gardeners, homeowners, landscapers, and growers adapt farm strategies to lawns, landscapes, and flower and vegetable plots. The farm capitalizes on the expertise of Rutgers Cooperative Research and Extension faculty and staff as well as trained Master Gardener volunteers, who share their green thumbs through plant clinics, gardening demonstrations, field day programs, and horticultural therapy workshops. Snyder Farm also hosts open houses, garden tours, twilight meetings, and an annual Great Tomato Tasting event.

Through its Teaching Garden, the farm is able to provide the gardening public with information on such topics as "heirloom" plants; wildlife damage and deer-tolerant plantings; tomato culture and care; cover crops to enhance soils; and perennials and annuals suitable for the area. Thousands of New Jersey residents, consumers, and growers have and continue to benefit from Snyder Farm’s consumer horticulture outreach efforts. For additional information, visit the Snyder Farm website.

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Welcoming Opportunities

Summer is a busy time for hiring new staff, faculty, and TA/GAs. The New Employee Welcome and Benefits Orientation is specifically designed to provide your new employees an opportunity to learn more about Rutgers and a taste of what the university community has to offer. At the program, employees are introduced to the university, its history, and the Rutgers mission of service, research, and teaching excellence. Attendees receive information on the wide variety of benefits available to them, including health plans, paid time off, and pension programs.

Throughout the year, the orientation program is held every Monday at University Human Resources, ASB II, Cook Campus. During August and September, an additional session takes place each Friday to accommodate the influx of new hires. The program begins at 9 a.m. with a light breakfast available at 8:15 a.m. New employees can obtain their RUconnection card at ASB II in conjunction with attendance at the orientation session.

To enroll your new employees online, visit the UHR website. For additional information, contact the UHR staff at 732-932-3020, ext. 4070.

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Help Is On the Way

If your department could benefit from temporary help during absences of regular staff due to vacation or leaves, during the recruitment of candidates for vacant positions, or at peak times throughout the year, University Human Resources is available to assist you in finding qualified candidates.

UHR’s comprehensive prescreening process for temporary employees includes software proficiency testing on Microsoft Office applications and an in-depth interview process. An Employment Coordinator meets with each applicant to identify work experience, interest and availability, skill sets, and pay rate. Ongoing screening allows UHR to maintain a current pool of qualified candidates at all times.

When you complete a temporary job order request form online, a UHR Employment Coordinator will contact you to discuss your specific requirements. Drawing upon knowledge of the various work environments at Rutgers and first-hand knowledge of applicants, your Employment Coordinator can match qualified individuals to your temporary assignment. For additional information about the temporary employment service, call 732-932-3020, ext. 4093.

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What's New at UHR

Welcome to UHR
University Human Resources is pleased to welcome three new staff members. HR Manager Bil Gonzalez comes to UHR from the RUconnection Card Office. Bil is coordinating ID card operations for faculty and staff employees from his new location in ASB II, Cook Campus, as well as assisting in data reporting at UHR.

HR Generalist Gail Weber has more than 16 years experience at Rutgers. She previously worked as an application developer, data systems analyst, and project manager with the Office of Information Technology. Gail joins the UHR team in the salary administration area.

Sharon Zucker, a Rutgers alumna, joins the Sexual Assault Services/Crime Victim Assistance staff as the Coordinator of Peer Education Programs. She comes to UHR from the Carnegie Corporation, where she assisted with programs to enhance women’s opportunities in higher education in African countries. Sharon’s primary responsibility is working with the Rutgers SCREAM Theater and SCREAM Athletes programs.

New Employee Discounts
Our list of employee discount programs continues to expand! The UHR benefits staff has added additional discounts including W.B. Mason, Greenbrook Auto, The New York Times, 1-800-Contacts, Great Wolf Lodge, and several florists, among others. For a complete listing of our employee discounts, visit the discounts webpage.

UHR Consultants Offer Comprehensive Service
The University Human Resources HR Consultant program has expanded to include staff who have experience in the compensation area. The team of seven HR Consultants serve departments on a wide range of issues including position classification and benefits as well as other personnel-related matters. The updated list of consultants and their assigned units can be found on the UHR website.

Leadership Development Program for HR Liaisons
In September, UHR will launch the Leadership Development Program for HR Liaisons, designated staff who provide personnel support to managers. Through the nine-workshop program, liaisons will learn skills to better support departmental leadership and initiatives, and develop knowledge to serve as an internal resource for organizational effectiveness.

RUconnection Card Services for Employees
RUconnection Card services for faculty and staff in New Brunswick have been centralized within University Human Resources in ASB II, Cook Campus. New employees can now receive their RUconnection Card when they attend the New Employee Welcome and Benefits Orientation.

DVD Library for Supervisors
The Office of Employment Equity now offers a DVD library for supervisors that includes materials on topics such as interviewing, providing feedback, avoiding litigation, ethics, and solving conflict in the workplace. DVD descriptions are located on the UHR website. Rutgers employees may borrow DVDs for up to seven days by calling the Office of Employment Equity at 732-932-3020, ext. 4030. The library also offers an online training workshop that can be viewed at the supervisor's convenience.

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For Your Benefit: Benefit Seminars

The University Human Resources benefits team has partnered with several vendors to offer lunchtime educational seminars on a variety of topics. Seminars are conveniently offered on the Camden, Newark, and New Brunswick campuses.

Estate Planning and Advanced Investment Principles will be offered in August and will touch on topics such as protecting your family’s financial future, living wills, and long term care insurance. Smart Borrowing and Home Buying Seminar is slated for September and will cover mortgage selection, home buying, and securing loans. For more information or to register, visit the Professional Development website.

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Dates to Note

9/3               University holiday

9/4               Fall semester begins

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