Human resources update

I ask all of us to continue to expand on the courage and compassion this crisis calls for. Research Human Resources has received many inquiries about exceptions to the process outlined in the prior communication below.

Departments should provide confirmations to spar uconn. For new requests being submitted, comments can be added to the Page Up system confirming which of the three criteria apply. Teaching and Instructional Support Page Up requests for summer teaching and instructional support graduate assistants will continue to be reviewed and approved as normal with no requirement to provide additional information to Human Resources. Graduate Special Payroll Lecturer and Graduate Instructional Specialist appointments can be rescinded after an offer is accepted if a class has been cancelled.

Please do not hesitate to contact us with questions regarding this guidance. Inquiries and questions should be sent to hr-communications uconn. On March 12, a University-wide message indicated that employees on the Storrs, Law, and regional campuses who are able to telecommute should plan to work from home, with the approval of their supervisor, until at least Monday, April 6.

Additionally, critical operations continued at UConn Health in support of patient care, while some employees were allowed to telecommute. On March 20, the governor issued an executive order directing as many employees as possible statewide to remain at home.

That order remains in effect, meaning the University will not resume normal operations on April 6. It is likely to remain in effect until April 30 or later. You will be notified later this month with further information. UConn employees who are telecommuting under the guidance, direction and approval of managers should plan to continue to do so until further notice.

As such, the only employees who should remain on any UConn campus should be those employees deemed critical to our operations. In some cases, a face mask will be required to be worn — please review all daily guidance from UConn and UConn Health. As cases become confirmed or presumptive among our workforce, Facilities is made aware and is cleaning known work spaces.

The University, through its managers, is taking additional steps to notify co-workers who may have been in close contact with ill employees without revealing names. Work: All questions regarding pay and leaves of absence should be directed to Human Resources at hr uconn.

In an effort to minimize the spread of the virus, UConn intends to balance our needs and the needs of our employees statewide while being committed to our critical operations supporting academics, research and patient care as we work through the implications of this public health crisis.

We are asking all managers to develop creative and flexible solutions that allow telecommuting employees the opportunity to balance other personal needs while still satisfactorily accomplishing work. We are developing rotational programs for our colleagues who need to report to campuses to address critical operations. Employees with specific childcare needs should work with their managers first and then contact Human Resources for additional information.

We may deploy employees who are currently telecommuting to positions that are critical in the weeks ahead, including deployment to specific campuses.

Pay and Lack of Work: All full-time and part-time employees including post-doctoral research associates on regular payroll who are actively at work, telecommuting, or working on a rotational basis are being paid for a full pay period. If telecommuting work becomes intermittent while actively at work, please work with your manager to address additional and needed functions that will allow work during a pay period to continue.

All full-time and part-time employees including post-doctoral research associates on regular payroll who cannot work a full pay period due to lack of work will continue to be paid until April 30, Graduate Assistants who cannot work a full pay period due to lack of work will continue to be paid until April 30, or a date determined by any applicable collective bargaining agreement or protocol. Special Payroll employees who are able to continue working will be paid in accordance with their employment agreement; if work cannot be performed, Special Payroll employees will be notified by the manager of their separation of employment.

We are writing with guidance on payment of Student Labor for April 6 and beyond. As we have faced the COVID crisis, we have been guided first and foremost by the need to protect the health of our students, faculty, and staff, and also by the desire to avoid creating undue financial hardship for students. Our initial guidance, issued between March 14 and April 5 , was that departments may elect to pay student employees, even though they may not be able to work hours.

Since the time of the prior guidance, the decision was made to finish the term remotely, and the university has established mechanisms to assist all students facing financial hardship, not just those in student labor positions.

Below are two of the larger initiatives that have been established:. With these initiatives now in place, and others coming soon, starting on April 6, we are providing guidance for departments to return to standard practice in paying student labor for hours worked. The university will continue to payout Federal Work Study, in alignment with the March 14 to April 5 guidance.

Should your department wish to consider employment alternatives, such as remote work, or have previously made arrangements with your employees outside of this guidance, please contact Nathan Fuerst, VP for Enrollment at nathan.

Please encourage students facing financial hardship to make use of the financial hardship resources above, or contact financial aid directly at financialaid uconn. HR has gather resources see below to provide employees and their families with information and tools for working remotely, and taking care of holistic health and well-being.

The EAP is a free and confidential service for employees and their dependents. Employees of UConn Health, please call Employees located at Storrs or a regional campus, please call All employees should call outside of business hours.

Resources for those experiencing an increase in anxiety, or overall concerns over their well-being can be found at Mental Health America. Additional, free resources are available from the following organizations and services, but sign-up is required:.

Employees with questions may contact Vicki Fry at vicki. We write today to provide additional guidance to student supervisors to help you determine options for your student employees who are not on Federal Work Study. Due to the unprecedented nature of the COVID situation, and the financial hardship that the lack of ability to work places on students, the University is allowing supervisors the option to continue to pay students their regularly scheduled hours from Saturday, March 14 until Sunday, April 5.

This is consistent with the U. Students and supervisors would continue to follow the same process for time submission and approval by utilizing Core-CT.

However, Payroll will be following up separately with directions on which Time Reporting and Override Reason Codes to use. Guidance will also be forthcoming to departments that utilize alternative time reporting systems, such as HuskyTime. Supervisors should only be approving hours for students based on their regularly scheduled hours and if the student is unable to work.

Students should not be paid for hours on days they were not scheduled to work e. This guidance only applies between Saturday, March 14 and Sunday, April 5. If your students do not utilize a set work schedule, and typical work hours are variable, we suggest utilizing the average number of hours worked per week through the semester thus far to input for hours worked.

We also suggest that supervisors be mindful of the optional nature of students working during this time. While it is up to your department to determine the extent to which student labor will be utilized through April 5, be aware that some students may not be physically proximate to campus, or may have concerns coming to campus when they have previously been instructed not to be present on campus.

Some departments have asked whether remote work for student labor will be allowed. Again, this will be left to individual departments to determine. We ask that departments use proper judgment for work duties that require access to secure institutional information systems, sensitive information, etc. As a reminder, student workers are afforded the ability to utilize accrued sick leave, under Public Act During this time, should a student employee wish to utilize accrued sick leave, they may work with their supervisor to do so.

Student Employment asks that you convey this information to your student employees in your department. If you have additional questions, please contact cindy. As a result, more information will be forthcoming in areas where the University is remaining open and where certain buildings have been closed to all operations not just when the building is locked.

In the interim, our students, patients and each other, as colleagues, will continue to need our support. Some operations will change, now and in the days ahead, and we are all working to understand, without criticism, what those needs will be and how we can best support them.

Many managers are finalizing what their remote work plans will be and must be implemented, if not already, on an informal basis. However, we ask all managers to work with their employees to understand needs, how their work will change, how work can transition to remote work, if at all, and explore creative work from home arrangements and even flex time at home based on family needs.

Again, more guidance is being issued by the state to inform UConn and UConn Health how to navigate and make our own decisions regarding secondary contact, childcare issues and employees in the workplace navigating new exposures.

First and foremost, UConn and UCH managers are directly responsible for determining who is eligible to telecommute and who is unable to telecommute and must provide for a continuity of operation during these difficult and urgent times. We know and understand that suddenly switching employees to remote work in a day or two notice without advance communication and processes in place is challenging and stressful for managers and employees alike.

During these moments before and after remote work implementation or not where it is not possible , consider what was learned and whether remote work can be leveraged on an ongoing basis in new and creative ways working with the University and with the partnership of our unions now and in the future. During these unprecedented times, we ask all of us to take care of our students, our patients, our family and loved ones and each other with patience and flexibility.

There is much we do not yet know about this public health situation and many actions to date have been taken out of an abundance of caution or are needed to address the current continuity plans. Please know your managers, departments and the University is doing its best to support you and we know many questions are still unanswered.

So many of you are showing the persistency and respect for one another that makes UConn a stronger place — thank you. Informality — Until further notice, all telecommuting forms and guidelines previously known to us are not in use.

Effective immediately, no telecommuting forms are required and HR approval of telecommuting or alternate work arrangements are not required with the caveat that 1 the total number of hours required from the role are worked in a work week and continuity of operations are continuing without a decrease in performance requirements AND 2 a manager and business unit must be in agreement with all telecommuting approvals at the department and organizational level before they begin.

We ask all managers to complete a letter for every employee with whom you have developed a remote work arrangement — even if the arrangement is underway. No telecommuting forms are required and no HR approval is necessary, regardless of any previous communications, to the effect a remote work arrangement at this time and until further notice.

Key Considerations — When determining if work can be done remotely now and in the days ahead:. Over the next several weeks UConn will be incurring unusual expenses attributable to Coronavirus. It is important that departments add additional identifiers to Travel, e-docs, Requisitions, and Purchase Orders for these expenses directly associated with the prevention of COVID Some of the types of expenses that we would consider to be unusual:. This list is not all inclusive and ask yourself if the expense you are incurring is a normal expense or because of the current situation with Coronavirus.

Hansen uconn. Patrylak uconn. Warren uconn. Information Technology Services has worked with the campus community to develop a set of technology resources for telecommuting and other assistance, including an IT Guide to Telecommuting provides step-by-step instruction to access the many resources available to employees of UConn Storrs, the regional campuses and School of Law when working remotely.

While many tasks can only be accomplished on campus, others can be achieved remotely, including accessing email, hosting and attending virtual meetings, moving files to OneDrive for sharing and collaborating, and other services.

We encourage everyone to review the materials before starting their telecommuting period. The ITS support center will maintain limited staffing on weekdays from 8 a. UConn A-Z. To the UConn Community: Throughout the pandemic, UConn has worked diligently in its mission to safeguard the health, safety, and well-being of our students, faculty, staff, and the public and visitors it serves.

Masks are required for faculty, staff, employees, and students working at athletic events. Exact capacities for UConn athletic facilities in are still to be determined. Dear UConn colleagues, As more employees have become fully vaccinated over the last few weeks, inquiries have been made about the ability to hold on-campus meetings, retreats, and interviews.

Family Care Reminder As we navigate COVID and its myriad challenges, we must remember that the safety, security, and well-being of our families is essential to our own personal happiness, well-being, and success. Thank you, Human Resources. Surveillance Testing: Each week, HR will select a random sample of employees who have previously been approved to be on campus.

HR expects the largest portion of the sampling will include employees from categories a and b. Avery Point and Stamford The University intends to have testing available through an outside vendor in the near future, with a testing date on or around Sept.

Dear Colleagues at Storrs and the regional Campuses excluding UConn Health , As we approached the start of the fall semester, we understood that organizations would identify employees returning to on-campus work on a limited basis, including new employees undergoing onboarding.

Even with these roles, where telecommuting or rotational programs can be supported, they should be. Part-Time or Rotational Critical Support Functions often without direct student contact or support — Employees with a role that includes limited critical administrative functions that cannot be done remotely, such as financial, payroll, administrative and HR functions.

These functions would require a small number of hours per day over one to two days per week. Research — Employees working in a lab approved for research re-entry. Work that may be done remotely should continue to be done so. All employees supported by external funding must work specific to the coded grant s. Service updates also include applicable Platform updates when they release. To get an idea of when Platform updates are released, see Table 3: Platform releases.

Biweekly updates have a staged global rollout across regions. For more information about biweekly updates, see What's new or changed in Dynamics Human Resources. All supported data centers update every two weeks, unless otherwise noted. Dataverse solution updates : These updates occur approximately every six weeks, as needed. They include new entities and changes to existing entities in Dataverse. These updates release to the same regions as the biweekly updates, and they take about six weeks to replicate through all data centers.

Solution updates may or may not align with biweekly service updates. Solution updates are available on all data centers once they're released. If you don't want to wait for the updates to replicate automatically, you can manually apply these updates on any environment in any data center.

Revision hotfix : Bug fixes that can occur either with or apart from a biweekly service update release. Emergency fix : Proactive and reactive hotfixes that are standalone in nature, can include configuration-only or code changes to resolve live site issues, and can occur apart from a biweekly service update release. Releases are reviewed, tested, and validated on an internal environment. The spinoff will take place in the world of monsters.

On Jan. The Big Mouth spinoff will make its premiere on March 18, The upcoming release precedes the forthcoming sixth season of the sire series. Until the highly anticipated premieres of the new spinoff series, Netflix has five seasons of Big Mouth to carry fans through.

Along with the announcement of the March release date, Netflix also revealed a handful of new cast members added to the spinoff. This series will take a look at the Hormone Monsters featured in Big Mouth. The monsters will have their chance to shine in the spinoff series.

The official teaser trailer is only a short clip, and in it, we see random monsters walking what looks like on their way to work. The sign reads Human Resources: We manage people. Are you excited for the Big Mouth spinoff series Human Resources? Delete Cancel. You have successfully removed bookmark. Delete canceled. Please log in as a SHRM member before saving bookmarks.

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