Announcements from the Senior Vice President

Dear Colleagues,

As a follow-up to my communication last week, the following is the guidance promised explaining how COVID-19 leaves will be managed as we transition from Rutgers COVID-19 Paid Leave (CPL), which will end on May 8th, to the Emergency Family and Medical Leave Expansion Act (“E-FMLA”) and Emergency Paid Sick Leave Act (“EPSLA”) provisions of the Families First Coronavirus Response Act (“FFCRA”). These new processes and guidelines will be effective May 9, 2020 through December 31, 2020. We continue to urge all supervisors to use their discretion in working with employees to allow for flexible telecommuting workplans, flexible work schedules, and split shift agreements to the extent possible.

Dear Rutgers Colleagues:

Governor Murphy recently signed Executive Order 155 which among other things, relaxes rules related to the hiring practices for COVID-19 related work, (a) eligible retirees would be able to return to work sooner than previously allowed and (b) there would be a temporary waiver of the 2-month waiting period for health insurance enrollment for new hires.

REHIRING RETIREES – COVID-19 RELATED HIRE

Eligible retirees who are working on COVID-19 related work would be eligible for temporary re-employment after a 30-day severance. This is a relaxation of the 180-day severance previously required by the State.

Dear Colleagues,

This is to provide an update on the status of the telecommuting and leave rule relaxation policies Rutgers enacted in March and are set to expire on April 30, 2020. In order to continue to support social distancing, the university will:

Rutgers University supervisors must complete annual performance evaluations for aligned Rutgers staff and notify employees of their appraisal results. This process allows managers and employees to engage in a thoughtful dialogue about the year’s performance and accomplishments, and to define goals and objectives for the upcoming performance cycle.

Dear Colleagues,

The government closures effected in order to slow the spread of COVID-19 have resulted in significant delays in the processing of pre-employment background checks. As we continue to assess our current policies and procedures in order to support the continued operations of the university, we are implementing a COVID-19 temporary relaxation of the Background Checks for Staff and Faculty Positions Policy (60.1.30). The COVID-19 policy relaxation will allow candidates to commence employment pending the completion of the full background check process if the candidate clears the Sex Offender Registry portion of the background check. At this time, the policy relaxation will apply to all Rutgers entities.

COVID-19 Temporary Relaxation of Background Check Policy

Dear Rutgers Colleagues:

As part of University Human Resources’ continued efforts to provide employees information and guidance during this time of uncertainty, we would like to share with you the new COVID-19 Telecommuting and Wellness website. This site provides guidelines and resources to help employees effectively manage working remotely and the stress that may come along with it. These resources focus on supporting the physical and mental wellbeing of our employees as they continue to adjust to workplace and life changes as a result of the COVID-19 pandemic.

AT THIS TIME, THE COVID-19 TEMPORARY RELAXATION OF BACKGROUND CHECK POLICY DOES NOT APPLY TO RBHS

Dear Colleagues,

Dear Rutgers Colleagues:

The University recognizes the very serious concerns of all within our community regarding the current public health emergency.

To that end, the University is committed to helping slow the spread of COVID-19. Understanding and considering the need to balance employee concerns related to their own health and the health of loved ones while maintaining required operations, the following temporary measures are being implemented, effective immediately:

Over the past two months, members of the university community have received communications regarding suggested health precautions and strategies to prevent the spread of the COVID-19 virus. This memorandum is intended to provide additional guidance to supervisors in managing COVID-19 virus-related employment issues.

This communication relates to the performance evaluation processes for aligned and non-aligned Rutgers staff.  Each year, Rutgers University supervisors are expected to conduct performance evaluations for their employees in accordance with university policy and collective negotiations agreements.

Dear Colleagues:

Having the ability to benchmark our success in our hiring practices aids us in many ways. It helps us plan for our future state, as well as ensures federal and state affirmative action requirements are being met.

We encourage you to take a moment to update your Race/Ethnicity demographic information. Although this two-item questionnaire is voluntary, we hope that you choose to complete it. The data from this survey helps us to build a modern and diverse workforce.

Please visit the My Rutgers Portal

Upon login, go to the Employee Self Service tab and click on Ethnic Groups under Personal Information to complete this short questionnaire.

I am excited to announce that today, December 2nd, begins the mid-year phase of our new on-line performance management process and tool for all non-aligned employees. Mid-Year allows managers and employees to discuss and recalibrate existing goals. From December 2nd through January 30th, you will be able to add, remove, or edit goals that are currently listed on your goal plan.

The mid-year process is critical to our continued focus on employee development. We encourage you to discuss the progress you have made on your goals, both performance and development. If you have already achieved your current development goal(s), please work with your manager to identify a new goal(s).

Dear Rutgers Colleagues:

I am pleased to announce the implementation of the 2019-2020 salary improvement program for non-aligned employees. All eligible non-aligned employees will receive a 3% across-the-board salary increase retroactive to July 1, 2019. This increase will be reflected in the paycheck dated September 6, 2019.

Please note that employees are eligible to receive the across-the-board increase if they were in an eligible title on June 30, 2019 and remain in that position through September 6, 2019, the date of payment.

If you have any questions, please contact the new OneSource Rutgers Faculty and Staff Service Center at 732-745-SERV (7378) or onesource@hr.rutgers.edu.

Dear Rutgers Colleagues:

I am pleased to announce the implementation of the 2019-2020 salary improvement program for non-aligned employees. All eligible non-aligned employees will receive a 3% across-the-board salary increase retroactive to July 1, 2019. This increase will be reflected in the paycheck dated September 6, 2019.

Please note that employees are eligible to receive the across-the-board increase if they were in an eligible title on June 30, 2019 and remain in that position through September 6, 2019, the date of payment.

If you have any questions, please contact the new OneSource Rutgers Faculty and Staff Service Center at 732-745-SERV (7378) or onesource@hr.rutgers.edu.

Dear Rutgers Colleagues:

Rutgers University is pleased to announce that an agreement has been reached between the university and the PTLFC-AAUP-AFT, the union that represents Part-Time Lecturers at the university, for a four-year contract that provides increases in compensation for unit members; a new system for evaluation and advancement for Part-Time Lecturers; and enhancement of the Professional Development Fund. The agreement, which was reached Monday night, May 13, after ten months of negotiations with the negotiations unit, still must be ratified by the union membership.

The university has over the last ten months reached agreements with other employee unions, including:

Dear Rutgers Colleagues:

Rutgers University announced today that an agreement has been reached between the university and its largest faculty union, the AAUP-AFT, on a four-year contract that provides increases in compensation for faculty members, as well as for graduate assistants and teaching assistants; establishes a process to address instances of salary inequity; allows for longer term appointments for non-tenure track faculty; and recognizes the more than $40 million in funding that Rutgers President Robert L. Barchi previously committed to enhance diversity hiring, among other items.

The agreement, which was reached last night after more than a year of negotiations with the bargaining unit, still must be ratified by the more than 4,000-member faculty union.

Performance and Development for Non-Aligned Staff

Rutgers has undergone extraordinary change over the past four years. We have major mission-centered strategic initiatives ranging from enhancement of the student experience, to investments in technology and facilities infrastructure, expansion of research and economic development, and through strategic partnerships, the transformation of health care delivery in New Jersey, to name just a few.

Our employees provide the foundation for these initiatives. As such, we are committed to giving you the most effective tools for enhanced employee development. Employees who experience open, honest, and frequent conversations about their career path, development, and performance are not only more productive but more engaged.

Dear I-9 Preparers,

This is a reminder that, in accordance with the provisions of the federal Immigration Reform and Control Act of 1986, Rutgers University is required to verify employment eligibility for all new hires at the University. Under the guidelines set forth by the United States Citizenship and Immigration Services, the first section of the employee’s I-9 must be completed in the Guardian system on or before the end of the employee’s first day of work, and Section II must be completed no later than the end of the 3rd work day.

As part of our efforts to streamline and standardize business processes across the University, I am pleased to announce that we have revised Policy 60.3.14 - Overtime and Compensatory Time for Regularly Appointed Staff and established a new process for the monitoring and oversight of overtime and compensatory time for non-exempt (i.e., overtime-eligible) employees. In concert with the provisions of the Fair Labor Standards Act (FLSA), the policy revisions more clearly delineate a uniform process for the request, approval, and tracking of overtime and compensatory time. The policy is effective as of July 1, 2013.