Out of Office Email and Voicemail Messages for Employees on Furlough

During an employee’s furlough period, they are not permitted to engage in any work, including responding to emails or voicemails.  To ensure that it is clear that an employee is unavailable, we ask that employees change their out of office notification during their furlough period on both their email and voicemail account. It is requested that both of these messages include information on how to make contact with the operational area in the event that an individual needs immediate assistance. An employee does not have to disclose that they are on furlough during this period of time, but they also are not prohibited from doing so.  The Office of Human Resources has published template messages which can be used for out of office email and voicemail messages while an employee is on furlough:

Email:

Hello.  I am out of the office and unavailable to respond to email between the dates of ____________________, 2020 and ____________________, 2020.  If this matter is in need of immediate assistance, please email _____________________ or call (920) 465-___________ and someone will be able to provide support.  I will respond to emails as I am able once I return to the office.

Voicemail:

Hello, I am unable to take your call at this time.  I will be out of the office and unavailable to respond to messages between the dates of _________________ and ________________.  If this matter is in need of immediate assistance, please call (920) 465-____________ to speak to someone who may help you.  Thank you.

For information about configuring out of office email replies in Outlook, please see Knowledge Base Article 84308. For information about accessing your VOIP voicemail box to configure an out of office voicemail greeting, please see Knowledge Base Article 98717.

 

 

Interim Policy on Extension of Carryover for Vacation, Personal Holiday and Compensatory Time through June 30, 2021

The COVID-19 crisis has had a disruptive effect on employee schedules, including the ability to take planned time off. Some employees have vacation or personal holidays that must be used by June 30, 2020 or they risk forfeiting those benefits/paid time off entitlements. UW System has recently published SYS 1200- Interim 05, Vacation, Compensatory Time and Personal Holiday Carryover. This interim policy temporarily amends several policies related to the carryover of paid leave to allow employees the option of carrying over these leave balances for an additional year.

A. Vacation Time

For the duration of this interim policy, UW System Administrative Policy 1210, Vacation, Paid Leave Banks, and Vacation Cash Payouts, section 4.D.2 is amended to include new provisions, 4.D.2.c and 4.D.2.d, which read as follows:

“c.  Notwithstanding section (b) above, any unused vacation time carried over from fiscal year 2019 into fiscal year 2020 may be carried forward one additional fiscal year.  Vacation carried over in this manner must be utilized by June 30, 2021.

d. Notwithstanding any institutional policies to the contrary, any amount of unused vacation time earned in fiscal year 2020 may be carried over into fiscal year 2021. Vacation carried over under this section must be used by June 30, 2021.”

B. Personal Holidays

For the duration of this interim policy, UW System Administrative Policy 1211, Personal Holiday and Legal Holiday Administration, section 4.A.3.b is amended to include a new provision, 4.A.3.b.v, which reads as follows:

“v.  Notwithstanding section (iii) above, any personal holiday hours earned in fiscal year 2020 may be carried over, without limitation, into fiscal year 2021.  Hours carried over under this section must be used by June 30, 2021 or they will be lost.”

C. Compensatory Time

For the duration of this interim policy,  UW System Administrative Policy 1277, Compensation, section 6.D.II.4 is amended with an additional bullet point, which reads as follows:

“- Compensatory time earned in calendar year 2019 which is unused as of April 30, 2020 shall be treated as though it were earned in calendar year 2020.”

For questions about the above policy changes, please contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu or (920) 465-2390.

Updated COVID-19 Leave Policy & Reporting COVID-19 Leave

In a recent update to SYS 1200-Interim 02, COVID-19 Leave Policy, up to 272 hours of COVID-19 leave (prorated by % FTE) may be made available to employees who cannot perform their assigned duties due to the COVID-19 pandemic for the period of March 16, 2020 (3/16/20) through May 1, 2020 (5/1/20). This emergency policy implements leave provisions and workplace flexibility options to prioritize the health and safety of the UW System community and provide additional leave for certain UW System employees to be used during the COVID-19 pandemic if employees cannot work. This leave category expires on May 1, 2020 (5/1/2020).

Reporting COVID-19 Leave

Biweekly employees will record COVID-19 leave on their timesheet in the MY UW Portal in the same manner as other eligible leave types.  A new Time Reporting Code of EMRGY – COVID Emergency Leave will be available to select under the Time/Absence Code Field.  Employees should indicate the reason for COVID-19 Leave (illness, unable to work remotely, childcare, etc.) in the Comments field on the timesheet.  Please see the Tipsheet for additional details. 

Monthly employees will record COVID-19 leave by utilizing the March COVID-19 Leave Report and/or the April COVID-19 Leave Report.  The COVID-19 Leave Reports shoud be completed and sent via email to supervisor for approval  (cc:payrollandbenefits@uwgb.edu)  The payroll and benefits team will process once all approvals have been received.

Please see the updated COVID-19 Leave & FMLA Expansion – Frequently Asked Questions (FAQ) for information about eligibility, reporting requirements, and other details.

 

Assistant Professor – Geoscience

The Department of Natural & Applied Sciences at the University of Wisconsin-Green Bay seeks applicants for a tenure-track position in Geoscience. The ideal candidate will be interested in teaching geoscience courses in physical geology, mineralogy and petrology, ore deposits, structural geology, and/or field geology of the Great Lakes region. Those with the desire to support and collaborate with interdisciplinary programs in Environmental Science and Water Science are encouraged to apply.

For further information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Sunday, April 12, 2020.

 

 

Assistant/Associate Professor – Sport, Exercise, and Performance Psychology

The Department of Psychology at the University of Wisconsin-Green Bay seeks applicants for a tenure-track position in Psychology at either the Assistant or Associate Professor level.

Applicants with the ability to teach multiple courses in the topic areas of Sport, Exercise, and Performance Psychology (at both the undergraduate and graduate level), Research Methods in Psychology, and additional undergraduate courses in the psychology program are strongly encouraged to apply. Applicants who have a willingness to develop new classes, teach in person and online, and contribute to graduate teaching and/or graduate program development are also encouraged to apply.

For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Sunday, February 16, 2020.

Development & Marketing Assistant

This position reports to the Executive and Artistic Director and the Director of Sales and Audience Development and will support patron engagement activities aimed at ticket sales, donor cultivation, and stewardship, as well as outreach activities, including digital content creation.

For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Tuesday, December 3, 2019.

Aim for 10,000 Steps!

You know that physical activity is good for you, and that walking is an easy, low-impact way to get moving. But how far do you need to walk before you start seeing benefits? And what exactly are the benefits of walking?

The National Institutes of Health recommend you take about 10,000 steps a day, which shakes out to roughly 5 miles. That may sound like a lot, but remember, you don’t have to do it all at once.

steps

If 10,000 steps a day seems daunting, it’s OK to ease into it. First, use a step tracker for a few days without trying to change anything. This gives you a baseline for your fitness. If you currently take 5,000 or fewer steps a day, aim to increase by about 3,000 at most. Start working toward 10,000 steps today!

Article from the StayWell Company, LLC

Title & Total Compensation Project Videos

https___www.wisconsin

The University of Wisconsin (UW) is embarking on a complete redesign of its current classification and compensation structure. The goal of the Title & Total Compensation Project is to develop new systems that will enable institutions to continue to attract and retain the best talent. Please see the October 2019 Update for the most up-to-date information about the Project.

UW System has recently released three explainer videos related to the revised title structure:

Standard Job Description video ad  Career Path video adJob Framework video ad

UW System will be holding a series of Town Hall Meetings. The next town hall meeting will be held on October 24, 2019 from 8:00 – 9:00 a.m. For more information and the link for the meetings, please visit the UW System T&TC Website.