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  1. 1. <ul><li>Office of Human Resources </li></ul><ul><li>BOM MEETING </li></ul><ul><li>Wednesday, January 28, 2009 </li></ul><ul><li>MU #085 Union Stage -Tempe </li></ul>
  2. 2. <ul><li>JEN TREU </li></ul><ul><li>HR Partners </li></ul>
  3. 3. What is a Mandatory Furlough? <ul><li>A Mandatory Furlough is an alternative </li></ul><ul><li>to layoffs that involves requiring </li></ul><ul><li>employees to mandatorily work fewer </li></ul><ul><li>hours or to take a certain amount of </li></ul><ul><li>unpaid time off. </li></ul>
  4. 4. Why is ASU Implementing a Mandatory Furlough? <ul><li>The purpose of this program is to </li></ul><ul><li>provide a means to address critical </li></ul><ul><li>University operating expense shortfalls </li></ul><ul><li>caused by reduction or elimination of </li></ul><ul><li>appropriated funds. </li></ul>
  5. 5. Who is Affected? <ul><li>All employee’s, including new hires , will participate regardless of the source of funds, except for: </li></ul><ul><ul><li>Postdoctoral Scholars </li></ul></ul><ul><ul><li>Student Workers </li></ul></ul><ul><ul><li>Grad Students (RA/TA) </li></ul></ul><ul><ul><li>Faculty Associates </li></ul></ul>
  6. 6. How Many Days are Required? <ul><li>Classified Staff = 10 days </li></ul><ul><li>Service Professionals = 12 days </li></ul><ul><li>Administrative (including Deans and VPs) = 15 days </li></ul><ul><li>Academic Prof w/Admin Appt = 12 </li></ul><ul><li>Academic Prof = 12 </li></ul><ul><li>Faculty = 9/12 </li></ul><ul><li>Faculty w/Admin Appt = 12 </li></ul>
  7. 7. Implementation <ul><li>Participating employees will take one furlough day per pay period (recommendation) </li></ul><ul><li>Department/unit heads will be responsible for approving requested furlough days that will minimize the disruption of regular operations </li></ul><ul><li>Deans, Directors and Department Heads are responsible for ensuring furlough time is taken prior to the end of the academic year or June 30, 2009 (time can be taken through end of pay periods) </li></ul>
  8. 8. Impact to Benefits <ul><li>Regular leave accruals will continue at pre-Furlough Program rates </li></ul><ul><li>Service dates will not be impacted </li></ul><ul><li>Employer provided benefit coverage and employee contributions will continue without interruption </li></ul><ul><li>Benefit programs which calculate participation and contribution on a salary or per pay period basis will have a slight impact due to the non-paid furlough day. </li></ul><ul><li>Health, life, and disability coverage will not be reduced, except for the ASRS LTD benefits that might be impacted slightly </li></ul>
  9. 9. Impact to Retirement <ul><li>Contributions made to retirement programs will be reduced under all plans, lowering amounts directed towards ORP, Voluntary 403(b), and 457(b) Deferred Compensation investment accounts. </li></ul><ul><li>Since ASRS and PSPRS benefits are based on an average salary at the end of employment, it might impact pension benefits. </li></ul>
  10. 10. Separations during Furlough <ul><li>Employees who separate from the University prior to the end of the program will have their final paycheck adjusted to reflect the number of furlough days they should have taken prior to their termination date. </li></ul><ul><ul><li>Example: An employee resigns effective March 6, 2009, </li></ul></ul><ul><ul><li>they should have taken 3 days furlough up to that point </li></ul></ul><ul><ul><li>using January 30, 2009 as the starting point. </li></ul></ul>
  11. 11. Information to Consider <ul><li>Units/services cannot shut down due to the furlough program. </li></ul><ul><li>Workloads/goals/deadlines may need to be adjusted to accommodate program </li></ul><ul><li>Employees cannot be asked to work more hours during their furlough week </li></ul>
  12. 12. Key Points <ul><li>Options are being looked into with the Department of Economic Securities (DES) regarding their shared work program to assist employees that might a have financial hardship. </li></ul><ul><li>Detailed Q&As will be shared and posted with all employee’s on the OHR website. </li></ul><ul><li>OHR is also creating a hotline number regarding this program (480) 727-9900 </li></ul>
  13. 13. <ul><li>DAN KLUG </li></ul><ul><li>Recruitment & Staffing </li></ul>
  14. 14. Hiring Freeze <ul><li>The President has directed a hiring freeze effective immediately </li></ul><ul><li>Offers already extended will be honored, but no new offers may be made </li></ul><ul><li>New or replacement staff (includes promotions and transfers) must be approved by the Provost, Executive VP/Treasurer/CFO, or the President </li></ul><ul><li>Only exception are positions exclusively from external grant funds (department AVP needs to send Matt McElrath an approval by email) </li></ul><ul><li>If you do receive an approval to proceed with a posting, an email will need to be sent to Matt McElrath and/or Recruitment & Staffing </li></ul><ul><li>Please note: Manager Self-Service will be temporarily disabled </li></ul><ul><li>(Any Position Management actions will need to go through Carol Hurst) </li></ul>
  15. 15. <ul><li>JILLIAN MCMANUS </li></ul><ul><li>Employee Assistance Office </li></ul><ul><li>RICHARD WILSON </li></ul><ul><li>ASU Police Department </li></ul>
  16. 16. Overview <ul><li>Clarify the distinction between normal stress response and warning signs for potentially risky behavior. </li></ul><ul><li>Provide information on ASU services in place to support administrators, faculty, & staff </li></ul><ul><li>Share insight and resources to guide our individual and collective actions/reactions when addressing a potentially high-risk situation </li></ul>
  17. 17. Stress response <ul><li>Irritability </li></ul><ul><li>Low Frustration Tolerance </li></ul><ul><li>Poor Concentration </li></ul><ul><li>Tearfulness </li></ul><ul><li>Sleep Disturbances </li></ul><ul><li>Increased Anxiety </li></ul><ul><li>Social Withdrawal </li></ul><ul><li>Physical Pain </li></ul><ul><li>Physical Illness </li></ul><ul><li>Change in appetite </li></ul><ul><li>Increased Anger </li></ul><ul><li>Fearful </li></ul>
  18. 18. Warning signs <ul><li>Fear expressed by co-workers </li></ul><ul><li>History of unstable or “odd” behavior </li></ul><ul><li>Verbal Threats </li></ul><ul><li>Physical Confrontations </li></ul><ul><li>Talk of Violence </li></ul>
  19. 19. Behavioral Review Team (BRT) <ul><li> </li></ul>
  20. 20. EAO Services <ul><li>Information and Resources </li></ul><ul><li>Consultation and Assessment </li></ul><ul><ul><li>Individuals </li></ul></ul><ul><ul><li>Departments & units </li></ul></ul><ul><ul><li>Spouse, family & committed partners </li></ul></ul><ul><li>Intervention and Referral </li></ul><ul><ul><li>Brief counseling </li></ul></ul><ul><ul><li>Organization development </li></ul></ul><ul><ul><li>Crisis management </li></ul></ul><ul><li>Seminars, Workshops, Training </li></ul><ul><ul><ul><ul><li>(Services are FREE, Confidential* and available on all campuses) </li></ul></ul></ul></ul>
  21. 21. Resiliency <ul><li>Involves behaviors, thoughts and actions that can be learned and developed in anyone. </li></ul>
  22. 22. Questions/Concerns