netrashetty
Netra Shetty
Voluntary Demotions:
Ø assign set percentage of decrease for all voluntary demotions
Ø reduce all incumbents’ salaries to pay band minimum
Ø allow for variable decreases determined by management based on pay
determination factors
Ø no change in salary for voluntary demotions
Ø determine agency option of freezing salary above maximum for 6 months
Temporary Pay (different Role in higher pay band):
Ø assign set percentage (0% to 15% maximum) for all temporary pay situations
(e.g. incumbents would receive 3%, 5%, 8%, etc.)
Ø allow for variable increases determined by management based on pay
determination factors
Ø ___% without Human Resource approval and ___% to 15% with Human
Resource approval
Ø establish time period for receiving temporary pay
Ø determine how extension request will be handled and approved
Temporary Pay (different Role in same pay band):
Ø assign set percentage (0% to 10% maximum) for all temporary pay situations
(e.g. incumbents would receive 3%, 5%, 8%, etc.)
Ø allow for variable increases determined by management based on pay
determination factors
Ø ___% without Human Resource approval and ___% to 10% with Human
Resource approval
Ø establish time period for receiving temporary pay
Ø determine how extension request will be handled and approved
Role Change (Upward or Lateral):
Ø assign set percentage (0% to 10% maximum) for all Upward or Lateral Role
Changes (e.g. incumbents would receive 3%, 5%, 8%, etc.)
Ø allow for variable increases determined by management based on pay
determination factors
Ø ___% without Human Resource approval and ___% to 10% with Human
Resource approval
Ø no change in pay for Lateral Role changes
A per diem employee is an administrative, service and support employee whose appointment is not a part of an operating unit's regular work schedule and is scheduled to work only on an "as needed" basis. Work may be scheduled prospectively but should be considered as "elected" by the employee. Due to the nature of such an appointment, the employee may work as many hours as he/she elects, as approved by the university, without becoming eligible for university benefit programs. Such an employee is not extended benefits or rights of university employment policies for regular employees and may be excluded from future service at any time. Per diem employees are provided an hourly rate of pay following approved rate schedule(s). In all such per diem designations, approval is required by the vice president for human resources. (HR 101)
back to top
Equal Employment and Non-Discrimination
Equal opportunity shall be provided for all employees and applicants for employment on the basis of their demonstrated ability and competence without discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability and status as Vietnam-era veteran. This policy shall not be interpreted in such a manner as to violate the legal rights of religious organizations or military organizations associated with the Armed Forces of the United States of America. The university will adhere to the federal requirements of the Rehabilitation Act of 1973 with all of its amendments, and the Americans with Disabilities Act, Civil Rights Act of 1964, Executive Order 11246, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1975, Executive Order 11141, Title IX of the Educational Amendments of 1972, Immigration Reform and Control Act, the Vietnam Era Veterans Act of 1974, and other applicable state and federal laws. Inquiries regarding the application of federal regulations to the university may be directed to Human Resource Services or the campus director of affirmative action/equal employment opportunity. (UM administration should contact human resources.)
As an equal opportunity employer, the university promotes and maintains affirmative action programs to ensure that all individuals participate fully in every facet of employment opportunities. (HR 102)
The University of Missouri provides equal employment opportunities with reasonable accommodation, when appropriate, to qualified applicants and employees with disabilities. The university also provides to employees, students and members of the general public who have disabilities equal access with reasonable accommodation, when appropriate, to university services, programs and activities.
back to top
Positive Work and Learning Environment
The University of Missouri is committed to providing a positive work and learning environment where all individuals are treated fairly and with respect, regardless of their status. Intimidation and harassment have no place in a university community. To honor the dignity and inherent worth of every individual student, employee, or applicant for employment or admission is a goal to which every member of the university community should aspire and to which officials of the university should direct attention and resources. (HR 119)
back to top
Drug and Alcohol Abuse in the Workplace
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited on all university-owned or controlled property and at university-sponsored or supervised activities. The university has an obligation to provide a healthy and safe environment for all students, employees and visitors to its campuses.
The university offers the following resources to employees and students: education and information about the dangers of drugs and alcohol abuse in the workplace; programs that address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations; self-referrals, as well as supervisory referrals, to drug and alcohol counseling and rehabilitation programs available through the Employee Assistance Program and/or community agencies. (HR 508)
back to top
Sexual Harassment
The University of Missouri, in accord with providing a positive discrimination-free environment, mandates that sexual harassment in the workplace or the educational environment is unacceptable conduct. Sexual harassment is subject to discipline, up to and including separation from the institution.
Sexual harassment is defined as: unwelcome sexual advances or request for sexual activity by a university employee in a position of power or authority to an employee or a member of the student body, or other unwelcome verbal or physical conduct of a sexual nature by a university employee or a member of the student body to an employee or a member of the student body, when: submission to or rejection of such conduct is used explicitly or implicitly as a condition for academic or employment decisions, or the purpose or effect of such conduct is to interfere unreasonably with the work or academic performance of the person being harassed, or the purpose or effect of such conduct to a reasonable person is to create an intimidating, hostile or offensive environment.
The university prohibits retaliation against any person who brings an accusation of discrimination or sexual harassment, or who assists with the investigation or resolution of sexual harassment. The university may discipline an employee or student who has been determined to bring an accusation of sexual harassment in bad faith. (HR 510)
back to top
Background Checks and Criminal Convictions
To determine suitability for employment or continued employment, the University of Missouri has the right to check the criminal conviction records of any employee or applicant for employment. Consideration will be given to the relationship between the conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.
Ø assign set percentage of decrease for all voluntary demotions
Ø reduce all incumbents’ salaries to pay band minimum
Ø allow for variable decreases determined by management based on pay
determination factors
Ø no change in salary for voluntary demotions
Ø determine agency option of freezing salary above maximum for 6 months
Temporary Pay (different Role in higher pay band):
Ø assign set percentage (0% to 15% maximum) for all temporary pay situations
(e.g. incumbents would receive 3%, 5%, 8%, etc.)
Ø allow for variable increases determined by management based on pay
determination factors
Ø ___% without Human Resource approval and ___% to 15% with Human
Resource approval
Ø establish time period for receiving temporary pay
Ø determine how extension request will be handled and approved
Temporary Pay (different Role in same pay band):
Ø assign set percentage (0% to 10% maximum) for all temporary pay situations
(e.g. incumbents would receive 3%, 5%, 8%, etc.)
Ø allow for variable increases determined by management based on pay
determination factors
Ø ___% without Human Resource approval and ___% to 10% with Human
Resource approval
Ø establish time period for receiving temporary pay
Ø determine how extension request will be handled and approved
Role Change (Upward or Lateral):
Ø assign set percentage (0% to 10% maximum) for all Upward or Lateral Role
Changes (e.g. incumbents would receive 3%, 5%, 8%, etc.)
Ø allow for variable increases determined by management based on pay
determination factors
Ø ___% without Human Resource approval and ___% to 10% with Human
Resource approval
Ø no change in pay for Lateral Role changes
A per diem employee is an administrative, service and support employee whose appointment is not a part of an operating unit's regular work schedule and is scheduled to work only on an "as needed" basis. Work may be scheduled prospectively but should be considered as "elected" by the employee. Due to the nature of such an appointment, the employee may work as many hours as he/she elects, as approved by the university, without becoming eligible for university benefit programs. Such an employee is not extended benefits or rights of university employment policies for regular employees and may be excluded from future service at any time. Per diem employees are provided an hourly rate of pay following approved rate schedule(s). In all such per diem designations, approval is required by the vice president for human resources. (HR 101)
back to top
Equal Employment and Non-Discrimination
Equal opportunity shall be provided for all employees and applicants for employment on the basis of their demonstrated ability and competence without discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability and status as Vietnam-era veteran. This policy shall not be interpreted in such a manner as to violate the legal rights of religious organizations or military organizations associated with the Armed Forces of the United States of America. The university will adhere to the federal requirements of the Rehabilitation Act of 1973 with all of its amendments, and the Americans with Disabilities Act, Civil Rights Act of 1964, Executive Order 11246, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1975, Executive Order 11141, Title IX of the Educational Amendments of 1972, Immigration Reform and Control Act, the Vietnam Era Veterans Act of 1974, and other applicable state and federal laws. Inquiries regarding the application of federal regulations to the university may be directed to Human Resource Services or the campus director of affirmative action/equal employment opportunity. (UM administration should contact human resources.)
As an equal opportunity employer, the university promotes and maintains affirmative action programs to ensure that all individuals participate fully in every facet of employment opportunities. (HR 102)
The University of Missouri provides equal employment opportunities with reasonable accommodation, when appropriate, to qualified applicants and employees with disabilities. The university also provides to employees, students and members of the general public who have disabilities equal access with reasonable accommodation, when appropriate, to university services, programs and activities.
back to top
Positive Work and Learning Environment
The University of Missouri is committed to providing a positive work and learning environment where all individuals are treated fairly and with respect, regardless of their status. Intimidation and harassment have no place in a university community. To honor the dignity and inherent worth of every individual student, employee, or applicant for employment or admission is a goal to which every member of the university community should aspire and to which officials of the university should direct attention and resources. (HR 119)
back to top
Drug and Alcohol Abuse in the Workplace
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited on all university-owned or controlled property and at university-sponsored or supervised activities. The university has an obligation to provide a healthy and safe environment for all students, employees and visitors to its campuses.
The university offers the following resources to employees and students: education and information about the dangers of drugs and alcohol abuse in the workplace; programs that address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations; self-referrals, as well as supervisory referrals, to drug and alcohol counseling and rehabilitation programs available through the Employee Assistance Program and/or community agencies. (HR 508)
back to top
Sexual Harassment
The University of Missouri, in accord with providing a positive discrimination-free environment, mandates that sexual harassment in the workplace or the educational environment is unacceptable conduct. Sexual harassment is subject to discipline, up to and including separation from the institution.
Sexual harassment is defined as: unwelcome sexual advances or request for sexual activity by a university employee in a position of power or authority to an employee or a member of the student body, or other unwelcome verbal or physical conduct of a sexual nature by a university employee or a member of the student body to an employee or a member of the student body, when: submission to or rejection of such conduct is used explicitly or implicitly as a condition for academic or employment decisions, or the purpose or effect of such conduct is to interfere unreasonably with the work or academic performance of the person being harassed, or the purpose or effect of such conduct to a reasonable person is to create an intimidating, hostile or offensive environment.
The university prohibits retaliation against any person who brings an accusation of discrimination or sexual harassment, or who assists with the investigation or resolution of sexual harassment. The university may discipline an employee or student who has been determined to bring an accusation of sexual harassment in bad faith. (HR 510)
back to top
Background Checks and Criminal Convictions
To determine suitability for employment or continued employment, the University of Missouri has the right to check the criminal conviction records of any employee or applicant for employment. Consideration will be given to the relationship between the conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.