2024
November 2024
- HR-202 FLSA Q&As
- New Q&A to provide additional information about FLSA exemption status.
October 2024
- HR-124 HR Data Security
- New policy to address the management and distribution of HR information aligned with Data Classification Levels (DCL 1-4).
September 2024
- HR-421 Paid Time Off Q&As
- Updated question #8 to clarify that available PTO must be used for planned absences before taking approved time off without pay.
- HR-602 Grievance Procedure for Administrative, Service, and Support Staff
- Update campus grievance officer names
- Update campus appeals grievance officer
July 2024
- HR-108 Rehire Eligibility
- New policy to provide guidelines for determining whether an individual is eligible to return to the university.
- Policy impacts all former employees and individuals in unpaid appointments who separated from the University.
May 2024
- HR-421 Paid Time Off Q&As
- Correction to align with CRR 340.025 and HR-421
April 2024
- HR-504 Background Checks
- Clarify the common meaning of the term 鈥渃onviction鈥 by including the legal terms 鈥渃onviction, guilty plea, plea of nolo contendere, or finding of guilt.鈥
February 2024
- HR-115 Employment of Relatives
- Updated to align with amended CRR 320.040 as of 11-16-23.
- HR-118 Separations
- Updated language in the Benefits and Retirement section to Defined Benefits, Hybrid, and Defined Contribution retirement plan terminology.
- HR-402 Vacation
- Clarify HR-402 Vacation Q&A alignment with HR-213 Shift Differential policy.
- Sunset HR-402 Vacations (Prior to Jan 2024)
- Sunset HR-402 Vacation Q&As (Prior to Jan 2024)
- HR-403 Personal Days
- Sunset HR-403 Personal Days (Prior to Jan 2024)
- Sunset HR-403 Personal Days Q&As (Prior to Jan 2024)
- HR-404 Sick Leave
- Sunset HR-404 Sick Leave (Prior to Jan 2024)
- Sunset HR-404 Sick Leave Q&As (Prior to Jan 2024)
- HR-421 PTO Q&A
- Clarify HR-421 PTO Q&As alignment with HR-213 Shift Differential policy.
- HR-602 Grievance Procedure for Administrative, Service and Support Staff
- Update UMKC grievance officer
2023
- December 2023 Updates
- November 2023 Updates
- October 2023 Updates
- June 2023 Updates
- May 2023 Updates
- April 2023 Updates
- February 2023 Updates
- January 2023 Updates
December 2023
The following policies were revised, with an effective date of 01-01-2024:
- Administrative Leave
- HR-413 and CRR 340.080 updated to align with Board Approved leave plans (Bd 9-7-22)
- Update policy format to align all leave-related policies
- Bereavement Leave
- HR-412 and CRR 340.160 updated to align with Board Approved leave plans (Bd 9-7-22)
- Update HR policy title to HR-412 Bereavement leave
- Update policy format to align all leave-related policies
- Development Leave
- HR-406 updated to align with Board Approved leave plans (Bd 9-7-22)
- Clarify eligibility for paid and unpaid leave o Update policy format to align all leave-related policies
- Emergency Closure
- HR-217 and HR-217 Q&As updated to align with Board Approved leave plans (Bd 9-7-22)
- Add policy Summary Table for Limited Closures
- Streamline Q&As
- Family and Medical Leave Act (FMLA)
- HR-407 and HR-407 Q&As updated to align with Board Approved leave plans (Bd 9-7-22)
- Update policy format to align all leave-related policies
- Streamline Q&As
- Grievance Procedures
- HR-602 Q&As updated to align with Board Approved leave plans (Bd 9-7-22)
- Jury Duty (Legal proceedings)
- HR-410 updated to align with Board Approved leave plans (Bd 9-7-22)
- Law Enforcement Agency Internal Affairs
- HR-603 updated to align with Board Approved leave plans (Bd 9-7-22)
- Layoff Leave
- HR-117 and HR-117 Q&As and resource materials updated to align with Board Approved leave plans (Bd 9-7-22)
- Update Transition Assistance based on the Annual Base Benefit Rate (ABBR), consistent with vacation/PTO lump-sum payments, short-term disability, parental, and caregiver pay.
- Leave of Absence-Other
- HR-408, HR-408 Q&As, and CRR 340.100 updated to align with Board Approved leave plans (Bd 9-7-22)
- Update HR policy title to HR-408 Leave of Absence-Other
- Update policy format to align all leave-related policies
- Organ and Bone Marrow Leave
- HR-416, HR-416 Q&As, and CRR 340.035 updated to align with Board Approved leave plans (Bd 9-7-22)
- Add coordination of organ/bone marrow donor leave with short-term disability paid leave
- Update policy format to align all leave-related policies
- Paid Time Off
- CRR 340.025 updated to change MU Health Care鈥檚 program title from 鈥淐ash Out Program鈥 title to 鈥淐ash-In Program鈥 (title change only)
- HR-421 updated to emphasize at the time of separation, unused PTO over 80 hours is forfeited
- Pay Cycles and Distribution
- HR-219 updated to align with Board Approved leave plans (Bd 9-7-22)
- Combine HR-219 Pay Periods, HR-220 Monthly Payroll, and HR-221 Bi-Weekly Payroll into HR-219
- Update HR policy title to HR-219 Pay Cycles and Distribution
- Separations
- HR-118, HR-118 Q&As, and CRR 360.060 updated to align with Board Approved leave plans (Bd 9-7-22)
- Combine HR-118 Separations, HR-225 Deceased Employees, and HR-226 Separation Payments into HR-118 Separations
- Shift Differential
- HR-213 updated to align with Board Approved leave plans (Bd 9-7-22)
- HR-213 Q&A clarify definition of 鈥榗ontinuous鈥 is for the purposes of this policy
- Transfers
- HR-112 and HR-112 Q&As updated to align with Board Approved leave plans (Bd 9-7-22)
- Combine HR-112 Transfers and HR-113 Transfers between Academic and Staff into HR-112
- Eliminate requirement to complete new hire probationary period and be in good standing before eligibility to transfer
- Update HR policy title to HR-112 Transfers between Benefit-Eligible Positions
- Union Business
- CRR 340.140 updated to align with Board Approved leave plans (Bd 9-7-22)
- VESSA Leave
- HR-417 and Q&As updated to align with Board Approved leave plans (Bd 9-7-22)
- Streamline Q&As
- Voting Leave
- HR-411 updated to align with Board Approved leave plans (Bd 9-7-22)
- Winter Break Leave
- HR-415, HR-415 Q&As, and CRR 340.045 updated to align with Board Approved leave plans (Bd 9-7-22)
- Add Employees on an unpaid leave of absence are not eligible for Winter Break Leave.
- Update policy format to align all leave-related policies o Streamline Q&As
- Worker鈥檚 Compensation
- HR-409 and CRR 340.130 updated to align with Board Approved leave plans (Bd 9-7-22)
- Combine HR-307 Worker鈥檚 Compensation and HR-409 Work-Incurred Injury or Illness into HR-409
- Update HR policy title to HR-409 Worker鈥檚 Compensation Benefits
- Update policy format to align all leave-related policies
November 2023
HR-602 Grievance Procedure for Administrative, Service and Support Staff
- Update S&T grievance officer
October 2023
HR-222 Payroll Deductions
- Add Order of Payroll Deductions
- Clarify Non-Resident FICA exemption eligibility
- Clarify other information related to employees鈥 responsibilities and contact information
HR-514 Unions and Union Membership
- Update union local designations to reflect Liuna Local 955 and IUOE 148.
HR-522 Telework
- Add travel reimbursement language pursuant to updated Allowable Travel Expense policy 22603.
Leave plan-related policies
The following new policies were developed in alignment with Board Approved leave plans (Bd 9-7-22), with an effective date of 01-01-2024:
- HR-402 Vacation (As of Jan 2024)
- HR-402 Vacation Q&As (As of Jan 2024)
- HR-403 Personal Days (As of Jan 2024)
- HR-403 Personal Days Q&As (As of Jan 2024)
- HR-404 Sick Leave (As of Jan 2024)
- HR-404 Sick Leave Q&As (As of Jan 2024)
- HR-421 Paid Time Off (PTO)
- HR-421 Paid Time Off Q&As
- HR-422 Caregiver Leave Pay
- HR-422 Caregiver Leave Pay Q&As
- HR-423 Parental Leave Pay
- HR-423 Parental Leave Pay Q&As
- HR-309 Short-Term Disability Plan
- HR-309 Short-Term Disability Plan Q&As
The following updated policies were revised in alignment with Board Approved leave plans (Bd 9-7-22):
- HR-402 Vacation (Prior to Jan 2024)
- HR-403 Personal Days (Prior to Jan 2024)
- HR-404 Sick Leave (Prior to Jan 2024)
June 2023
HR-104 Hiring and Retention Incentives
- Title change to Hiring and Retention Incentives
- Clarify compensation strategy for hiring and retention purposes
- Standardize agreement from at least 2 full years and not more than 4 years, to at least 2 years
- Add payment procedure timing details
HR-303 Educational Assistance and Tuition Reduction (As of Fall 2023)
- Updated HR Policy Provision application of benefits in accordance with the new tuition model approved by the Board of Curators on 05/18/2023.
- 75% educational assistance benefit updated from 鈥渞egular tuition costs鈥 to 鈥渢uition assessed for credit-courses at each campus鈥.
- 50% tuition reduction benefit updated from 鈥渋n-state undergraduate rate for all courses including undergraduate, graduate, and professional courses鈥 to 鈥渋n-state tuition rate assessed at each campus for undergraduate coursework. For graduate and professional courses, the benefit is applied to the in-state lowest graduate rate at each campus.鈥
HR-414 Shared Leave
- Removed probationary period requirement from eligibility to apply for shared leave and
- Updated language from 鈥渧acation and sick鈥 to 鈥減aid leave鈥 to be consistent with the upcoming 01/01/24 leave plan changes.
May 2023
HR-521 Break Time for Nursing Mothers
- Added contact information for employees to request reasonable accommodations for breaks beyond one year
- Updated Pay for Break Time section III pursuant to FLSA, PUMP Act, and PWFA
- Additional language cleanup
April 2023
HR-222 Payroll Deduction Q&As
- Title changed to Payroll FICA Exemption Q&As to better reflect purpose of document
- Language cleanup
COVID-related policies and references
- Removed HR-700 Enhanced Policies which were suspended or rescinded in August 2022 or prior.
- Removed HR-700 policy reference in HR-217 Emergency Closure and Transition to Remote Operations.
- Removed HR-700 policy reference in HR-413 Administrative Leave.
February 2023
HR-522 Telework Arrangements
- Add approvals needed to work from an international location
- Additional language cleanup
HR-522 Telework Arrangements Q&A
- Clarify why requests to work outside the USA must be reviewed by the Research Security and Compliance team
- Clarify when an employee does not need to complete a telework form
- Additional language cleanup
HR-602 Grievance Procedure for Administrative, Service and Support Staff
- Update MU Health Care grievance officer
January 2023
HR-602 Grievance Procedure for Administrative, Service and Support Staff
- Update MU Health Care grievance officer
2022
- December 2022 Updates
- November 2022 Updates
- October 2022 Updates
- September 2022 Updates
- August 2022 Updates
- July 2022 Updates
- June 2022 Updates
- May 2022 Updates
- April 2022 Updates
- February 2022 Updates
- January 2022 Updates
December 2022
HR-508 Drug/Alcohol Abuse in the Workplace
- Added a policy note regarding application of Amendment 3, Marijuana Legalization 12-7-22
HR-401 Holidays
- CRR amended 9-7-22
- Juneteenth added as an official University holiday
November 2022
HR-125 Employment Records
- CRR amended date correction
- Remove Workers鈥 Compensation records as an example of a personnel file document
- Clarify student employment personal information may not be released without authorization
HR-211 Overtime and Compensatory Time
- Placed in new policy format
- Combined two policies into one (HR-211 Overtime and HR-215 Compensatory Time)
- Clarified overtime calculations with two or more rates of pay and nondiscretionary compensation (III.A.i.)
- Added expectations language (C, IV.B.iii)
- Updated calculation method for lump-sum payment of unused comp time balance upon separation of employment (C.iii.)
- Clarified timing of lump-sum payment of unused comp time balance upon separation of employment (V.C.)
HR-211 Overtime and Compensatory Time Q&A
- Updated title
- Added Comp Time questions
HR-308 Benefit Premiums
- Placed in new policy format
- Added Retiree Premium Charges information
- Added Long-Term Disability Recipient Premium Charges information
- Added reference and link to benefit Summary Plan Descriptions (SPD)
October 2022
HR-117 Layoff Q&A
- myHR access upon separation updated.
September 2022
HR-117 Layoff Q&A
- Added question regarding length of notice required.
HR-407 FMLA Q&A
- Clarified question #18 to reference faculty paid leave in accordance with CRRs 340.070 and 320.070.
- Clarified question #21 to address the effect of paid FMLA on service credit for UM retirement plans.
- Revised question #25 in accordance with CRR 320.070.A.2.
- Added question #27 to clarify the effect of FMLA entitlement period calculations during summer breaks.
August 2022
HR-208 Service and Maintenance Longevity Increases
- Policy inactivated
HR-209 Service and Maintenance Transfers
- Policy inactivated
HR-304 Employee Orientation and Development
- Remove specific course names listed
July 2022
HR-420 Medical Resident Leaves
- Update to include ACGME requirements.
- Clarify use of leave per CRR 320.070 concurrently with ACGME and ABMS leave requirements.
- Clarify other provisions including intermittent leave.
June 2022
HR-603 Law Enforcement Agency Internal Affairs
- New policy in accordance with Missouri law.
HR-224 Paycheck Disposition
- Employees may choose to deposit their paycheck into multiple accounts.
- Policy name updates.
May 2022
HR-105 Employment Documentation
- Updated required employment forms pursuant to CRR 320.020 and CRR 320.070.
HR-201 Authorization for Personnel Action
- Placed in new policy format
HR-304 Employee Orientation & Development
- Policy title change
- Updated content
- Move content from HR-108 orientation to HR-304
HR-410 Legal Proceedings
- Placed in new policy format
HR-501 Performance Appraisals
- Placed in new policy format
HR-402 Vacation
- Update practice regarding temporary FTE reductions to pre-COVID practices
HR-403 Personal Days
- Update practice regarding temporary FTE reductions to pre-COVID practices
HR-514 Union and Union Membership
- Place in new policy format
HR-515 Check-Off of Union Dues
- Place in new policy format
HR-518 Computer Utilization
- Placed in new policy format
HR-602 Grievance Procedure for Administrative, Service and Support Staff
- Update grievance officer name for MU.
- Add 鈥淚ndividuals without computer access, or former employees who no longer have university access to askHR, may contact their campus Human Resources or Employee Relations Office, or email employeerelations@umsystem.edu for a form.鈥
April 2022
HR-126 Employee Referral Incentive Program
- New policy which provides $500 payments to current university employees for each candidate referred (and then hired) to a benefit-eligible staff position.
- Q&A created to address additional questions including procedures for employees who refer candidates to benefit-eligible staff positions.
February 2022
HR-401 Holidays
- Document approved 2021 and 2022 Juneteenth observed holidays.
January 2022
HR-130 Student Workers
- New policy providing compensation, performance expectations, and discipline guidelines for units who employ student workers.
HR-420 Medical Resident Leaves
- New policy complying with the ABMS Policy, 鈥淧arental, Caregiver and Medical Leave During Training.鈥
HR-601 Discipline Guidelines
- Revise policy, providing guidelines for discipline measures to address performance work workplace behavior concerns for administrative, service, and support benefit-eligible employees, and student employees
- Update policy title, documentation and summary discharge
- Revised layout to align with policy standards
HR-702 COVID-19 Policies
- Updated employee notification requirements.
- Updated supervisor notification requirements.
November 2021
HR-117 Layoff and Transition Assistance (for layoffs effective on or after 01/02/2022)
- Change transition assistance payments from 4 鈥 20 weeks to 4 鈥 10 weeks.
- Change transition assistance payment maximum from $50,000 to $25,000.
- Change continuation of benefit coverage from 3 鈥 6 months to 4 鈥 10 weeks.
- Clarification edit - employees on any appointment type (academic or staff) who have been given one year or more of notice will not be eligible for Layoff and TAP benefits.
HR-303 Educational Assistance and Tuition Reduction
- Provide clarifying language regarding taxation of benefits for Sponsored Adult Dependents
- Provide clarifying language regarding taxation of benefits for Spouses or Dependents engaged in teaching or research
2021
- November 2021 Updates
- October 2021 Updates
- September 2021 Updates
- August 2021 Updates
- June 2021 Updates
- May 2021 Updates
- April 2021 Updates
- February 2021 Updates
- January 2021 Updates
October 2021
HR-101 Employment Status
- Effective 1/1/2022, variable hour teaching academic employees FTE will be based on one credit hour taught equals 3.25 hours worked.
- International student employees may work up to 20 hours per week on campus during fall and spring semesters, and more than 20 hours per week during the summer term and designated breaks.
HR-106 Reporting Hours Worked
- Remove duplicative language from HR-101.
HR-417 Victims Economic Safety and Security Act (VESSA) Leave and Q&A
- New policy providing an equivalent of two workweeks of leave during a 12-month period, and reasonable safety measures, to an employee who is a victim of domestic or sexual violence, or an employee whose family or household member is a victim of domestic or sexual violence.
- Q&A created to address additional questions including how to request leave and how to record approved time off.
HR-519 Consensual Romantic Relationships
- Effective 04/22/21, the board of curators approved updates to CRR 330.065: Consensual Romantic Relationship Policy.
- Added exception request procedure information to the HR Policy provisions.
September 2021
HR-702 COVID-19 Policies and Q&A
- Added section to address discipline measures for non-compliance of required vaccinations.
- Updated question #11 to address employees who are required to be vaccinated.
- Added questions regarding FMLA.
August 2021
HR-702 COVID-19 Policies and Q&A
- New policies related to COVID-19 including working arrangements and time off.
- Related Q&As added.
June 2021
HR-205 Classification and Compensation
- Update to include section IV 鈥淧ay reduction measures for academic and staff鈥 for ease of reference to existing policies.
HR-205 Classification and Compensation Q&A
- Added questions #14 and #15 regarding Salary and FTE Reductions.
HR-303 Educational Assistance and Tuition Reduction
- Update HR Policy Provisions to add a process for requesting an Extension of a Deadline.
HR-303 Educational Assistance and Tuition Reduction Q&A
- Question #1 updated to clarify employee eligibility for Educational Assistance during a leave of absence.
HR-404 Sick Leave Q&A
- Added questions #5-10.
May 2021
HR-700 Enhanced HR Policies in Response to COVID Q&A
- Removed questions related Families First Coronavirus Relief Act (鈥淔FCRA鈥) which expired 12/31/2020.
- Updated the expiration date, per the national public health emergency initiative, for no-cost/cost-share virtual visit COVID-19 treatments.
April 2021
HR-125 Employment Records
- Create HR-125 Employment Record Policy and Q&A
- Modify CRR 180.060 Personnel Files
- Eliminate HR-114 (include content in HR-125)
HR-602 Grievance Administration
- Policy updated to reflect Board approved changes to CRR 380.010, effective 06/01/2021
- HR-502 Grievance Procedures eliminated (content integrated into HR-602), effective 06/01/2021
- HR-602 Q&A created, effective 06/01/2021
HR-700 Enhanced HR Policies for Employees in Response to COVID-19 Q&A
- Updated Travel-related section regarding personal travel
- Updated Benefits section to reflect guidelines for COVID testing, treatment, and vaccines
February 2021
HR-101 Employment Status
- Placed in new policy format
- Removed gender specific language
- Replaced 鈥淪ervice credit under the UM retirement program requires a minimum of 1500 hours worked per year.鈥 with 鈥淪ervice credit for purposes of UM retirement plans will be determined by the terms of the applicable plan.鈥
- Added 鈥淣onregular employees are not benefit eligible, provided that their eligibility for and participation in particular UM retirement plans will be determined by the terms of the applicable plans.鈥
HR-102 Equal Opportunity Program
- Placed in new policy format
HR-106 Reporting Hours
- Placed in new policy format
- Added 鈥淩ecorded hours do not produce pay.鈥 to the exempt, variable hour academic staff section.
- Changed overtime provisions to refer to HR-211
HR-110 Interviewing
- Placed in new policy format
- Removed Interview notes can be used in litigation of any discriminatory cases.
- Added questions to the Questions to Avoid and Appropriate Questions lists.
HR-116 Employment of Minors
- Placed in new policy format
- Reordered topics
- Added a See Also section
HR-213 Shift Differential
- Placed in new policy format
- Reworded section on when shift differential will be paid for all consecutive hours. Content did not change.
HR-301 Perquisites
- Placed in new policy format
- Changed treatment of non-taxable perquisites to incorporate all retirement plans instead of just RDD.
HR-302 Identification Cards
- Placed in new policy format
- Aligned language with ID office websites
HR-401 Holidays
- Placed in new policy format
- Revised summary
HR-406 Development Leave
- Placed in new policy format
- Removed reference to specific form numbers
- Removed 鈥淚n particular, this is a requirement for Development leave requests and for requests for leave by administrators specified in Executive Order No. 6.鈥
- Removed: 鈥渁nd sick leave鈥 from the period of leave counting as length of service for accrual rates.
HR-516 Check-Off of Union Dues 鈥 Registered Nurses
- Replaced policy with statement that policy is under review.
January 2021
HR-407 Family and Medical Leave Act Q&As
- Added Q #25 regarding available time to a faculty member when they take FMLA leave that crosses semesters.
- Added Q #26 regarding available pay for faculty members when they take FMLA leave that crosses semesters.
HR-700 Enhanced HR Policies for Employees in Response to COVID-19
- Adjusted policy to reflect the sunsetting of FFCRA
- Changed Child Care Unavailability to Caregiver Unavailability
- Added 鈥淔FCRA leave is effective April 1, 2020 through December 31, 2020鈥 throughout the policy for clarification
- Changed 15 days to workdays regarding Administrative Leave
HR-700 Enhanced HR Policies for Employees in Response to COVID-19 Q&A
- Removed questions pertaining to FFCRA specific leave and pay
- Added 鈥*FFCRA effective April 01, 2020 through December 31, 2020鈥 to the COVID Leave and Pay Questions section
- Added questions to the Benefits section pertaining to vaccines
HR-700 Enhanced HR Policies for Employees in Response to COVID-19 Additional Guidance
- Removed information pertaining to FFCRA specific leave and pay
- Changed 15 days to workdays regarding Administrative Leave
2020
- December 2020 Updates
- November 2020 Updates
- October 2020 Updates
- September 2020 Updates
- August 2020 Updates
- July 2020 Updates
- June 2020 Updates
- May 2020 Updates
- April 2020 Updates
- March 2020 Updates
December 2020
HR-203 Position Classifications
- Combined with HR-205 Admin/Professional Compensation; HR-206 Office/Technical Compensation; HR-207 Office/Technical Hiring/Transfers/Reclassifications; and HR-210 Annual Increases to create new HR-205 Compensation and Classification
HR-203 Position Classification Q&A
- Removed from policy library
HR-205 Compensation and Classification
- Combine five policies into one: HR-203 Position Classifications; HR-205 Admin/Professional Compensation; HR-206 Office/Technical Compensation; HR-207 Office/Technical Hiring/Transfers/Reclassifications; and HR-210 Annual Increases.
- Placed in new policy format
- Update language
HR-205 Compensation and Classification Q&A
- Creation of Q&A
HR-206 Office/Technical Compensation
- Combined with HR-203 Position Classifications; HR-205 Admin/Professional Compensation; HR-207 Office/Technical Hiring/Transfers/Reclassifications; and HR-210 Annual Increases to create new HR-205 Compensation and Classification
HR-207 Office/Technical Hiring/Transfer/Reclassification
- Combined with HR-203 Position Classifications; HR-205 Admin/Professional Compensation; HR-206 Office/Technical Compensation; and HR-210 Annual Increases to create new HR-205 Compensation and Classification
HR-210 Annual Increases
- Combined with HR-203 Position Classifications; HR-205 Admin/Professional Compensation; HR-206 Office/Technical Compensation; and HR-207 Office/Technical Hiring/Transfers/Reclassifications to create new HR-205 Compensation and Classification
HR-216 Summer Appointments and Consultation
- Place policy in new approved format.
- Update language regarding retirement to include defined benefit, defined contribution and hybrid plans.
- Remove gender specific language.
HR-520 Reporting University Related Misconduct
- Placed policy in new format
November 2020
HR-217 Emergency Closure and Q&A
- Update title to "Emergency Closure and Transition to Remote Operations"
- Update policy language to reflect required "on-site" and "telework" during an event of a closure
- Add summary table
- Update Q&A questions 7, 16. and 21.
HR-413 Admin Leave
- Placed in new policy format
HR-414 Shared Leave
- Placed in new format
- Added a Process section
- Clarified eligibility
HR-503 Rest Periods
- Placed in new policy format
HR-505 Personal Conduct
- Placed in new format
- Added a summary
- Added a see also section
HR-519 Consensual Relationships
- Placed in new policy format
HR-521 Breaktime for Nursing Parents
- Placed policy in new format
- Corrected title
- Removed gender specific language
HR-700 Enhanced HR Policies
- Updated definition of 鈥渃lose contact鈥 based on CDC guidelines
HR-700 Enhanced HR Policies Q&A
- Updated question 4 with the definition of 鈥渃lose contact鈥 based on CDC guidelines
October 2020 updates
HR-107 Attendance
- Placed in new policy format
- Removed references to forms to align with current practices
- Updated with gender neutral language
HR-109 Probationary Period
- Placed in new policy format
- Added language to clarify departmental seniority during a transfer (previously stated in HR-109 Q&A).
- CRR section updated to include gender neutral language
HR-109 Probationary Period Q&A
- Removed Q&A due to information being included in policy
HR-114 Release of Employee Information
- Placed in new policy format
- Updated with gender neutral language
HR-115 Employment of Relatives
- Placed in new policy format
- Updated with gender neutral language
HR-118 Separations
- Updated with gender neutral language
HR-121 Fitness for Duty
- Placed in new policy format
- Updated with gender neutral language
HR-204 Student Titles
- Modified student titles table to change "student titles - undergraduate" to "student titles - all students". All 九色视频 students can be hired into one of these titles regardless of degree level.
- Added student employee title of Healthcare Student Assistant, 6941, to the list of student titles for all students.
- Updated with gender neutral language.
HR-211 Overtime Q&A
- Updated with gender neutral language
HR-214 Extra Compensation
- Place policy in new approved format.
- Added information to clarify that extra compensation does not count as creditable earnings for retirement.
- CRR section updated to include gender neutral language
HR-305 Service Recognition Q&A
- Removed questions regarding gift card information
- Updated with gender neutral language
HR-405 Military Leave
- Placed in new policy format
- Updated with gender neutral language
- Updated language regarding retirement to include defined benefit, defined contribution and hybrid plans
- Removed the reference to the bi-weekly roster
HR-408 Leaves of Absence Q&A
- Updated with gender neutral language
HR-411 Voting
- CRR section updated to include gender neutral language
- Placed in new policy format
- Updated time-keeping procedures to reflect Time & Labor processes
- Added language that allows time off without pay or use of PTO for employees who live outside of Missouri
HR-507 Conflict of Interest
- CRR section updated to include gender neutral language
- Placed in new policy format
HR-508 Drugs and Alcohol in the Workplace
- Placed in new policy format
- Added See Also reference to Office of General Council Medical Marijuana FAQ
HR-509 Political Activity
- Updated with gender neutral language
HR-517 Violence in the Workplace
- Updated with gender neutral language
*In addition to the HR policies, 27 Collected Rules and Regulations connected with Human Resources were updated with gender neutral language.
September 2020 updates
HR-117 Layoff and Transition Assistance Q&A
- Q22 clarified when transition assistance pay will begin.
HR-700 Enhanced HR Policies for Employees in Response to COVID-19
- Families First Coronavirus Response Act (FFCRA) updates effective 09/16/20 related to the definition of Healthcare Provider for purposes of eligibility for FFCRA Leave, and clarification regarding Intermittent Leave approvals required.
HR-700 Enhanced HR Policies for Employees in Response to COVID-19 Q&A
- Q12 updated 鈥淗ow do I request FFCRA Paid Sick Leave or FFCRA Expanded FMLA鈥
- Q29 updated 鈥淢ay I take FFCRA Paid Sick Leave and FFCRA Expanded FMA intermittently while teleworking鈥
- Q31 updated 鈥淢ay I take FFCRA Expanded FMLA intermittently while my child(ren)鈥檚 school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons, if I am not teleworking?
- Q33 updated 鈥淢y position is excluded from FFCRA because I am a 鈥榟ealth care provider鈥 or 鈥榚mergency responder鈥. What positions are excluded and why?鈥
August 2020 updates
HR-222 Payroll Deductions
- Clarifying that an employee can authorize payments only to approved credit unions.
HR-402 Vacation and HR-404 Sick
- Adjust the timing of vacation and sick accruals for exempt employees
From: Exempt employees who are in active pay status on the 15th of the month are eligible to receive the entire month's accruals
To: Exempt employees who are in active pay status on the Monday of each week are eligible to receive the accrual for the corresponding week. - Update vacation policy to align with practices during Shared Leave and Furlough (no accruals).
HR-522 Telework
- Policy created
HR-700 Enhanced HR Policies in Response to COVID-19 Updates
- Remove Limited Closure - Remove 鈥淟imited Closure鈥 which previously expanded HR-217 leave available from 5 days to 30 days of administrative leave if employees were unable to work due to a limited closure situation (i.e., rec center closure).
- Remove Telework - Remove 鈥淭elework Arrangements.鈥 Policy HR-522 Telework replaces the temporary measures identified in HR-700 previously.
- Clarify temperature - Update language to reflect CDC鈥檚 recommendations of 鈥100.4 degrees Fahrenheit/38 degrees Celsius or higher鈥 versus above 100.4.
- Define 鈥淐lose Contact鈥 - Replace references to 鈥渉ave been exposed or are reasonably believed to have been exposed to the coronavirus causing COVID-19鈥 throughout the policy with 鈥渃lose contact鈥. 鈥淐lose contact, as outlined and periodically updated by the CDC, includes contact within six feet for at least 15 minute鈥.
- Improve directives on when employees must remain away from the worksite 鈥 鈥Employees who have received a COVID-19 diagnosis, have a fever of 100.4 degrees Fahrenheit/38 degrees Celsius or higher, are experiencing COVID-19 symptoms (unless symptoms are otherwise explained by existing conditions), or who have had close contact with a person with COVID-19 diagnosis or unexplained symptoms, are required to consult with their healthcare provider as appropriate, avoid the worksite and other University premises, with the exception of appropriate health care facilities, until authorized to return. The university鈥檚 chief human resources officer or designee may approve exceptions to remain on the worksite.鈥
- Improve directives on what supervisors should do if contacted by an employee 鈥 Supervisors with employees working on-site should:
- Notify their university鈥檚 chief human resources officer (or designee) of an employee who has been diagnosed with COVID-19, has a fever of 100.4 degrees Fahrenheit/38 degrees Celsius or higher, is experiencing symptoms of COVID-19 unless symptoms are otherwise explained by existing conditions, or has had close contact with a person who has COVID-19 diagnosis or unexplained symptoms.
- Advise the employee to consult with their healthcare provider as appropriate, including Telehealth or Virtual Visits.
- Clarify Notification - Add language regarding what information supervisors may provide.
- 鈥淔ollow campus guidelines regarding notification of potential exposure to COVID-19. The identity of the employee should be kept confidential, but information may be shared with employees who have a need to know, including employees needed to assist with cleaning or assisting with work arrangements.鈥
- Update Intermittent Leave 鈥 Update language to align with recent regulation interpretation and align with FMLA provisions.
- 鈥FFCRA Paid Sick Leave and FFCRA Expanded FMLA Leave may be taken intermittently if the need for the leave is intermittent. Employees taking leave intermittently must make a reasonable effort to schedule the leave so as not to unduly disrupt the University鈥檚 operation.鈥
- Updated Symptoms 鈥 Update language throughout the policy to add 鈥溾nless symptoms are otherwise explained by existing conditions..鈥
- Improve directives on who is authorized to conduct contact tracing.
- Add 鈥淪upervisors with employees working on-site should not undertake contact tracing efforts. Only public health officials and approved contact tracers are authorized to use information about COVID-19 exposures and diagnosis to conduct contact tracing.鈥
- Add a summary Time and Labor Record Keeping chart
- Paid leave available
- Time reporting code descriptions
HR-700 Q&A Updates
- Update Q&A to reflect policy revisions
- Updated benefit-related questions to reflect updates in benefit policies
- Added the following questions
- How many 鈥15-days of administrative leave鈥 can an employee have? Can an employee receive it multiple times?
- Are Graduate Assistants eligible for up to 15 days paid leave?
- If an employee is asked to quarantine prior to a medical procedure, does this qualify as 鈥榪uarantine鈥 for the purpose of FFCRA?
- My child鈥檚 school or place of care has moved to online instruction or to another model in which children are expected or required to complete assignments at home. Is it 鈥渃losed鈥 and how does this impact my eligibility for FFCRA eFMLA?
- Where are face coverings required and not required?
- If an employee is diagnosed with COVID-19, will they be required to provide a release before returning to working on site?
- Are supervisors responsible for contact tracing when an employee reports they have been diagnosed with COVID-19?
- What can a supervisor communicate to their unit when they have been informed that someone within their department has been diagnosed with COVID-19?
- If an employee is quarantined but has exhausted available FFCRA Paid Leave, what paid time off options are available?
- If an employee is directed by a healthcare provider to self-quarantine as a precautionary measure (e.g. to avoid potential exposure to COVID prior to a surgery or birth of a child), what leave is available?
July 2020 updates
HR-105 Employment Documentation
- Policy reformat
- Add Direct Deposit as a requirement per HR-224
- Add Pay Deferral Election Form per HR-219 for faculty and graduate students who choose to defer pay over 12-months
HR-111 Direct Promotion
- Policy re-format
- Removal of reference to specific forms to align with current procedures
HR-120 Post Offer Pre-employment Testing
- Policy re-format
HR-208 Service & Maintenance Longevity
- Policy re-format
- Updated to indicate the expiration of the policy for Service/Maintenance employees.
HR-209 Service & Maintenance Transfer
- Policy re-format
- Removed gender specific language
- Updated to indicate the expiration of the policy for Service/Maintenance employees.
HR-218 Daylight Saving Time
- Policy re-format
HR-219 Pay periods
- Add Pay Deferral Election option for graduate students on 9-month, exempt (monthly paid) appointments (e.g. students who receive assistantships for an academic year appointment).
- Clarify process and deadlines
- Effective 2020-2021 pilot with MU; 2021-2022 implement at all universities.
HR-222 Payroll Deductions
- Policy reformat including reference to CRR 530.010 sections A.10 and T.1
- Updated language regarding retirement to include defined benefit, defined contribution, and hybrid plans.
- Replaced 鈥淯nited Way Contributions鈥 with 鈥渃haritable contributions鈥
- Gender neutral language
HR-222 Payroll Deductions Q&A
- Removed 鈥渞egularly working 40 or more hours per week鈥 from question two.
- Clarified the number of days for 5 weeks in question four.
HR-223 Special Payment for Payroll
- Policy re-format
- Updated policy title
- Clarified administrative cost for off-cycle payments and who is responsible for associated fees.
HR-224 Check Disposition for Payroll
- Policy re-format
HR-303 Educational Assistance and Tuition Reduction
- Modified submitting the benefit form for each semester to submitting the form for the current semester and one semester ahead.
HR-306 Social Security
- Policy re-format
HR-407 Family and Medical Leave
- Updated policy to reflect the date of the change to the entitlement period being measured as rolling backward.
HR-407 Family and Medical Leave Q&A
- Added a question regarding leave entitlement during a bereavement leave.
HR-412 Funeral Leave
- Policy re-format
- Policy clarification regarding eligibility during paid and unpaid status.
HR-506 Personal Debt
- Policy re-format
- Removed reference to fee amount associated with payments for court-ordered withholdings
HR-509 Political Activity
- Policy reformat including aligned language with CRR 350.050 dated 7-24-15
- Clarified factors such as:
- The policy applies to faculty and staff
- Notification procedures
- An employee on a leave of absence who is seeking office will be placed on an unpaid personal leave of absence, except in an instance when paid leave is required by law.
HR-512 Consultation
- Policy re-format
HR-513 Volunteers
- Policy re-format
HR-517 Violence in the Workplace
- Policy re-format
HR-730 Policy on Extension
- Policy creation pursuant to CRR 20.021 COVID-19
- Provides guidance on the terms of hiring non-regular academic appointments within 九色视频 Extension related to extramural funding.
June 2020 updates
HR-305 Service Recognition
- Policy reformat
- Updated policy to align with changes to the service recognition program, namely the gift card program ended as of May 31, 2020.
May 2020 updates
HR-402 Vacation Days
The following policy provisions were added to apply to employees whose FTE is temporarily reduced and whose accruals exceed the maximum allowed with their new, lower temporary FTE:
- The vacation days which exceed the new lower vacation maximum before the FTE change occurred will be unavailable for use during the temporary FTE reduction time-frame.
- The vacation days will be restored and available for use after the employee resumes their previous, higher FTE.
- Otherwise, vacation hours will be paid lump-sum if the employee鈥檚 change to a lower FTE is permanent, or other change occurs such as resignation, termination, or employment change to a variable hour position.
HR-403 Personal Days
The following policy provisions were added to apply to employees whose FTE is temporarily reduced and whose accruals exceed the maximum allowed with their new, lower FTE:
- The personal days which exceed the new lower pro-rated personal day maximum before the FTE change occurred will be unavailable for use during the temporary FTE reduction time-frame.
- The personal days will be restored and available for use after the employee resumes their previous, higher FTE.
HR-408 Leave of Absence
- Streamlined procedures related to leaves requested pursuant to the Family and Medical Leave Act.
- Updated policy format.
HR-700 Enhanced HR Policies for Employees in Response to COVID-19
- Addition guidelines for phased plans to return to on-site work operations that were previously completed via telework
- Guidelines for precautionary measures
- Six-foot distance
- Personal Protective Equipment (e.g., face coverings)
- Limit of in-person meetings/group gatherings
- Washing hands for 20 seconds or using hand sanitizer
- Regular cleansing of the work area
- Measuring temperature before work
- Guidelines for notifying supervisors
- Accommodation considerations
- Removal of guidelines for:
- Class continuation
- Operations of residence and dining halls
- Limiting on-site work
HR-720 Policy on Salary Reductions for Faculty and Other Academic Appointees in Response to COVID-19
- Policy and Q&A creation (05/04/2020)
- General Temporary Salary Reductions defined for across the board reductions for faculty
- Criteria-Based Salary Reductions defined for Tenured Faculty
April 2020 updates
HR-700 Enhanced HR Policies for Employees in Response to COVID-19
- Addition of Families First Coronavirus Response Act (FFCRA) and federal guidelines
- Available April 1, 2020 through December 31, 2020
- FFCRA Paid Sick Leave
- Leave to be paid only for qualifying reasons
- Is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
- Has been advised by a health care provider to self-quarantine related to COVID-19;
- Is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
- Is caring for an individual who is subject to an order described in (a) above or has been advised to self-quarantine as described in (b) above; or
- Is experiencing another substantially-similar condition designated by the U.S. Department of Health and Human Services.
- Two weeks of paid leave
- Paid at the regular rate with $511 per day maximum for a total of $5110 maximum for care of self
- Paid at 2/3 the regular rate with $200 per day maximum for a total of $2000 maximum for care of immediate family members
- One occurrence per employee
- Leave to be paid only for qualifying reasons
- FFCRA Expanded FMLA Leave
- Employee employed a minimum of 30 days
- Twelve weeks of expanded leave to address school or care provider closings
- Ten of the twelve weeks to be paid time off at 2/3 the regular rate with $200 per day maximum for a total of $10,000 maximum
- Addition of guidelines for leave due to quarantine or isolation
- Provided an end date of April 12, 2020 for administrative leave
HR-710 COVID-19 Payroll Reduction Measures for Administration, Service and Support Employees
- Policy creation.
- Addresses the type of payroll reduction measures that may be made to address challenges posed by the COVID-19 emergency.
- Provides guidelines on covered employees, guiding principles, applicable rules, and documentation.
HR-710 COVID-19 Payroll Reduction Measures for Administration, Service and Support Employees Q&A
- Question and Answer creation.
- Provides guidance on the application of the HR-710 policy.
March 2020 updates
HR-103 Moving Allowance
Added content to inform employees that new IRS regulations consider any moving allowance as compensation therefore it is taxable.
HR-303 Educational Assistance and Tuition Reduction Program for University Employees and Their Spouses/Dependents
Note: This is the new combined HR-303 and HR-309.
- Changed the deadline to submit a request for Educational Assistance and/or Tuition Reduction has been changed from the end of the semester to the following deadlines:
- Fall semester October 1st
- Spring semester March 1st
- Summer semester July 1st
- Streamlined the approval process by eliminating the department signature
- Updated language and policy provisions regarding eligibility and ineligibility, including:
- Employees may now continue eligibility when they are on a paid or unpaid leave of absence
- New policy provisions have been added for employees who have been approved for Long Term Disability (LTD)
- Added clarifying language regarding the death of a retiree.
- On rare and extenuating circumstances, the semester/summer/intersession limits may be raised. Supervisory approval and UM System Human Resource approvals are required. Under no circumstances will exceptions be granted to extend beyond the yearly maximum policy limit.
- Taxable and non-taxable situations are largely but not exhaustively detailed
- Title changed from 鈥淓ducational Assistance Program for University Employees, Other than Graduate Teaching and Research Assistants鈥 to 鈥淓ducational Assistance and Tuition Reduction Program for University Employees and their spouse/dependents鈥
HR-303 Educational Assistance and Tuition Reduction Program for University Employees and Their Spouses/Dependents Q&A
- Added 鈥淎re employees and their spouses/dependents eligible for the Educational Assistance and Tuition Reduction if the employee is on a leave of absence?鈥
- Added 鈥淎re employees who receive the Educational Assistance benefit eligible to use student resources?鈥
- Added 鈥淚 previously worked for the university and am considering returning. When will my child/spouse be eligible to receive a 50% tuition reduction?鈥
- Added 鈥淲hat are the eligibility requirements for a spouse and dependent(s) under the Tuition Reduction program?鈥
- Added 鈥淚 have been advised that I may be taxed for my 鈥渘on-tax dependents鈥 who are between the ages of 19-24 and utilizing the Tuition Reduction benefits. What does 鈥渘on-tax dependents鈥 mean?鈥
- Other edits to reflect changes to CRR 230.070 and HR-303.
HR-402 Vacations
- Policy reformat to reflect CRR language
- Remove years of service include 鈥渋nterruptions of service of less than four (4) months each, due to the University鈥檚 temporary lack of need for the employee鈥檚 services鈥
- Remove 鈥渁ny period of service as a variable hour employee, which occurs immediately following and preceding periods of regular service, for the convenience of the University is counted鈥 [towards years of service]
HR-407 Family Medical Leave Act (FMLA)
- Policy updated reflecting recent changes to Collected Rules and Regulations, Section 340.010 Family and Medical Leave Act. Specifically:
- The 12-month period is measured backward from the date the eligible employee uses any FMLA leave, and the leave entitlement is equal to the balance of the twelve (12) workweeks which has not been used during the immediately preceding 12 months. Note: This provision will take affect at a date determined by the UM System Chief Human Resources Officer, which at the time of this posting is anticipated to be on or after May 1, 2020.
- Spouses who are eligible employees may each take up to twelve (12) workweeks of leave in a 12-month period for FMLA-qualifying reasons, including leave to care for the employee鈥檚 parent with a serious health condition or for the birth of a child or placement of a child with the employee for adoption or foster care.
- Define the order of PTO paid to faculty and staff during leave.
HR-407 Medical Leave Act (FMLA) Q&A
- Updated 鈥渉ow does the University define a year?鈥
- Added 鈥淐an a break in service have an effect on FMLA eligibility?鈥
- Added 鈥淲hat is the definition of 鈥榥ext of kin鈥 for military caregiver leave?鈥
- Added 鈥淲hat is the definition of 鈥榪ualifying exigencies鈥?鈥
- Other edits to reflect changes to CRR 340.010 and HR-407.
HR-700 Enhanced HR Policies for Employees in Response to COVID-19
March 17, 2020:
- Policy creation
- Provides guidance to address issues concerning COVID-19 and the operations of the University.
- Allowable leave to be taken and length of leave
- Thirty days of sick leave to care for an immediate family member due to care provider closings
- Use of fifteen days of unearned vacation
- Fifteen days of administrative leave pay for eligible employees who are unable to telework
- Approved unpaid leave for those without available paid time off
- Thirty days of administrative leave pay when a limited closure has occurred
- Employee eligibility for leave: administrative, service and support staff including variable hour, probationary, and student staff
- Telework and on-site work arrangements
- Measures beyond existing policies
- Employees experiencing symptoms or having been diagnosed with COVID-19, or caring for family members experiencing symptoms or having been diagnosed with COVID-19.
March 19, 2020:
- Addition of a section pertaining to pay for academic appointments
- Addresses those who do not accrue paid time off
- How much leave is permitted
- Fifteen days of administrative leave pay for those unable to telework
- Applicable annual leave
- Telework for academic appointments
- Procedures for class continuation
- Operations for residence and dining halls
- Telework and on-site work arrangements for academic appointments
2019
December 2019 updates
HR-416 Organ and Bone Marrow Donor Leave
New policy created to provide paid leave for employees who donate an organ or bone marrow.
HR-416 Organ and Bone Marrow Donor Leave Q&As
Questions and Answers created to provide information to employees and departments regarding usage and application of donor leave.
October 2019 updates
HR-118 Separations
Update to ensure consistency with other policies referencing University retirement plans.
HR-202 FLSA
Eliminate exempt employee reduction in pay language. Added the definition of work week. Eliminate overtime calculation for multiple appointments language. Eliminate UM payroll reports language. Eliminate 40% table explaining dual appointments.
HR-217 Emergency Closure
Update policy to improve the language and clarify pay practices.
HR-217 Emergency Closure Q&A
Addition of new questions and answers for HR-217 Emergency Closure and Suspension of Operations policy.
HR-219 Pay Periods
Update the beginning and end time of the pay period to align with the University鈥檚 time keeping and payroll systems.
HR-220 Monthly Payroll
Update to align with the University鈥檚 time keeping and payroll systems.
HR-221 Bi-weekly Payroll
Update to align with the University鈥檚 time keeping and payroll systems.
HR-407 FMLA Q&A
Update to align with changes made to CRR 340.030 Sick Leave Policy and HR-404 Sick Leave.
HR-415 Winter Break Leave Q&A
Update the beginning and end time of Winter Break to align with the University鈥檚 time keeping and payroll systems.
HR-504 Background Checks
- Added or changed the following:
- Transfers - Eliminate background checks on employees transferring between departments except for 鈥淐urrent employees transferring into a position involving responsibility for patient care (e.g. MU Health Care transfers or promotions)鈥
- Break in Service - Employees who have a break in service and return to the university are subject to a background checks
- Education verification - Background checks will now include verification of education confirming the candidate鈥檚 academic credentials
- Disclosure requirement timeframe - Change the disclosure requirement timeframe from 鈥渇ive days鈥 to 鈥渨ithin a reasonable amount of time, not to exceed five days鈥.
- Additional checks - Added 鈥淭he University may require additional background checks or disclosures not described in this policy, including but not limited to background checks or disclosures required by federal or state law, by contract or agreement, or as approved by the applicable University, MU Health Care, or UM System Human Resource office.
- Clarified the following:
- Background checks will be conducted for benefit-eligible and non-benefit eligible faculty and staff
- Background checks are generally not conducted on student employees
- Clarify that background checks include social security number verifications
- Background checks are conducted on the final candidate
- Updated the following:
- Update language regarding Exclusion List to include additional lists beyond LEIE/SAM
- Update language regarding how the University will use the information to assess employment
- Update language regarding sex offender searches
July 2019 updates
HR-117 Layoff and Transition Assistance Q&As
Updated to add new question regarding winter break leave while on layoff leave of absence. Revised terminology to align with current practices; changed "I" to "an employee"/"they", "my" to "their".
January 2019 updates
HR-117 Layoff and Transition Assistance
Policy updated reflecting recent changes to Collected Rules and Regulations, Section 350.051: Layoff and Transition Assistance.
HR-117 Layoff and Transition Assistance Q&As
Policy updated reflecting recent changes to Collected Rules and Regulations, Section 350.051: Layoff and Transition Assistance.
Reviewed 2024-11-21