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BECOME A UNION MEMBER! SUUVA/CWA IS NOW INVITING FACULTY TO SHOW SUPPORT FOR CLASSIFIED STAFF BY SIGNING A MEMBERSHIP CARD OR JOINING ONLINE. THERE IS STRENGTH IN NUMBERS. HELP GIVE STAFF A VOICE!

$12.00 per month for full-time employees
$ 6.00 per month or part-time employees

Educational Benefits and Benefits Fair

Announcing an exciting new benefit for all benefits-eligible faculty and staff that broadens access to educational opportunities! For classes starting on or after July 1, departments will no longer have to pay for individual employees’ tuition costs. Instead, we are:

Shifting the education benefit to centrally funded mode

Providing each employee $2000 per year, not to exceed seven undergraduate credits per semester or six graduate credits

Departments may supplement that amount at the department’s discretion, within the maximum seven undergraduate or six graduate credits per semester

To assist staff in exploring educational opportunities available in the community, there will be an educational benefits fair featuring U.Va. and local and regional educational partners like Piedmont Community College, Mary Baldwin College, Averett University, and more. The education fair is scheduled for May 30 at Newcomb Hall from 9 am to 2 pm. We will be sending out more information confirming our vendors and special sessions later this month.

Back-Up Child and Elder Care

The University is also pleased to announce a new benefit providing emergency child and elder care for unexpected circumstances. We are thrilled to be able to offer this new service to our employees. We have contracted with an outside firm (Work Options) to:

Provide backup child and elder care to address temporary/short-term needs (caregiver illness, weather-related closures, elder care, vacations etc.)

Can be center-based or in-home care

Each employee receives a benefit of 10 days per year

Low daily co-pay of $15 for center-based care and $30 for in-home care

Employees are billed for this charge (no money changes hands at point of service)

No sign-up is necessary – though you can pre-register up to 30 days prior to needing the service – for example, if your provider is going on a planned vacation

You can be reimbursed for this service through our Flexible Spending Account vendor, Chard-Snyder, for children up to the age of 13

Because this benefit starts mid way through the plan year, every employee starts with a bank of five days for the remaining six months of 2008. The bank will “reset” to 10 days as of January 1, 2009. Stay tuned for more information and a visit from Work Options at our Benefits Open Enrollment fair in November.

For additional information or questions, please contact our benefits office at 924-4392.

STANDARDS OF CONDUCT EFFECTIVE APRIL 16, 2008

Application: All positions covered by the Virginia Personnel Act, including non-probationary full-time and part-time classified and restricted employees. Agencies may use this policy as a guide for evaluating the workplace conduct of employees who are not covered by the Virginia Personnel Act, such as wage employees, probationary employees and employees expressly excluded from the Act’s coverage. (Official Written Notice forms may not be issued to these employees.)

POLICY

It is the policy of the Commonwealth to promote the well-being of its employees by maintaining high standards of work performance and professional conduct.

PURPOSE

The purpose of this policy is to set forth the Commonwealth’s Standards of Conduct and the disciplinary process that agencies must utilize to address unacceptable behavior, conduct, and related employment problems in the workplace, or outside the workplace when conduct impacts an employee’s ability to do his/her job and/or influences the agency’s overall effectiveness.

It is the intent of this policy that agencies follow a course of progressive discipline that fairly and consistently addresses employee behavior, conduct, or performance that is incompatible with the state’s Standards of Conduct for employees and/or related agency policies. Disciplinary actions must be founded on the principles of due process and will employ a range of corrective and disciplinary actions that are applied based on the nature and history of the misconduct or unacceptable performance. Corrective and disciplinary actions must be administered through a prompt and fair process as described in this policy’s Administrative Procedures. The ultimate goal of this policy and its procedures is to help employees become fully contributing members of the organization. Conversely, this policy is also designed to enable agencies to fairly and effectively discipline and/or terminate employees whose conduct and/or performance does not improve or where the misconduct and/or unacceptable performance is of such a serious nature that a first offense warrants termination.

The Administrative Procedures for the consistent administration of this policy are attached.

EMPLOYEE STANDARDS OF CONDUCT

Employees covered by this policy are employed to fulfill certain duties and expectations that support the mission and values of their agencies and are expected to conduct themselves in a manner deserving of public trust. The following list is not all-inclusive but is intended to illustrate the minimum expectations for acceptable workplace conduct and performance.

Agencies have the authority to supplement this list as needed in a manner consistent with the needs of the organization and intent of this policy.

Employees who contribute to the success of an agency’s mission:

Report to work as scheduled and seek approval from their supervisors in advance for any changes to the established work schedule, including the use of leave and late or early arrivals and departures.

Perform assigned duties and responsibilities with the highest degree of public trust.

Devote full effort to job responsibilities during work hours.

Maintain the qualifications, certification, licensure, and/or training requirements identified for their positions.

Demonstrate respect for the agency and toward agency coworkers, supervisors, managers, subordinates, residential clients, students, and customers.

Use state equipment, time, and resources judiciously and as authorized.

Support efforts that ensure a safe and healthy work environment.

Utilize leave and related employee benefits in the manner for which they were intended.

Resolve work-related issues and disputes in a professional manner and through established business processes.

Meet& or exceed established job performance expectations.

Make work-related decisions and/or take actions that are in the best interest of the agency.

Comply with the letter and spirit of all state and agency policies and procedures, the Conflict of Interest Act, and Commonwealth laws and regulations.

Report circumstances or concerns that may affect satisfactory work performance to management, including any inappropriate (fraudulent, illegal, unethical) activities of other employees.

Obtain approval from supervisor prior to accepting outside employment.

Obtain approval from supervisor prior to working overtime, if non-exempt from the Fair Labor Standards Act (FLSA).

Work cooperatively to achieve work unit and agency goals and objectives.

Conduct themselves at all times in a manner that supports the mission of their agency and the performance of their duties.

Note: Non-probationary law enforcement officers employed by the Department of State Police, the Virginia Marine Resources Commission, the Department of Game and Inland Fisheries, the Department of Alcoholic Beverage Control, and the Department of Motor Vehicles also have access to the procedural guidelines of Va. Code § 9.1-500 – 507 in cases of investigation of work-related matters that could lead to the dismissal, demotion, suspension or transfer for punitive reasons of a law-enforcement officer. (This Code section also applies to certain non-covered employees who are law enforcement officers employed by the Division of Capitol Police and the Virginia Port Authority.)

AUTHORITY

The Director of the Department of Human Resource Management (DHRM) is responsible for the official interpretation of this policy pursuant to the authority provided § 2.2-1201 of the Code of Virginia. DHRM reserves the right to revise or eliminate this policy as necessary.

The Virginia Personnel Act, Code of Virginia § 2.2-2900 et. seq. specifies that agency heads shall be the appointing authorities of their respective agencies and shall establish methods of personnel administration within their agencies.

Agencies may supplement this policy to accommodate specific business needs. Supplemental policies must be consistent with the provisions of DHRM policy and must be communicated to all agency employees.

2003: 2.25%
SPRING 2008 MEETING SCHEDULE

Tuesday May 13

ALL MEETINGS ARE HELD AT THE WESTMINSTER CHURCH ON RUGBY ROAD-5:30PM-6:30PM

GOT A PROBLEM? HAVE YOU WITNESSED FRAUD, ABUSE OR WASTE WITHIN YOUR WORKPLACE? CALL THE EMPLOYEE FRAUD AND ABUSE HOTLINE 1-800-723-1615. ALL CALLS ARE ANONYMOUS.

WANT TO FILE A GRIEVANCE? fIRED? WRITTEN UP? BEEN DISCRIMINATED AGAINST? SUUVA/CWA WILL FILE GRIEVANCES FOR UNION MEMBERS, ATTEND GRIEVANCE MEETINGS AND HEARINGS

THE STAFF UNION WILL FILE OSHA, JCAHO, AND HIPAA VIOLATIONS FOR UJION MEMBERS. This helps employees to be free of retaliation for their reporting actions and assures their workplace is safe and patient records are kept confidential.

OUTSOURCING????

Board member Warren M. Thompson suggested that the university outsource some jobs that have little direct impact on student’s education, including housekeeping and grounds care. Minding the university’s pocketbook could prevent unnecessary tuition increases, he said. The Daily Progress

To the VA Delegates, House and Senators, I have a suggestion that might help with Transportation budget. How about each pro football, baseball, hockey, and soccer players who plays in the DC, VA, and Maryland areas to add 3% to 8% from their salaries to pay for the Transportation problems, so we can build more roads, rail, and a metro station from West Falls Church to Dulles Airport to Leesburg. These players are making too much money, and all of us meaning low grade government workers from GS-1 to GS-8 don’t make that much money, and grades 15 to 18 should pitch in to help out like from 3% to 8% of their salaries. Private government should do the same thing. Also private firms, commercial, and local governments should help out that make more than $100.000 a year. There are several people I heard that players should help with the Transportation problems. This and others think this is a good Idea. Like 3% for players who make 30 million and under, 4% for players who make 30 million to 60 million, 5% for player who make 60 million to 90 million, 7% for players who make 90 million to 120 million, and 8% for players who make 120 million and up. I and others think this would help solve part of the transportion and bridges problems. These players should have a limit and a salary cap, and help other budget problems as well. Also one more thing, when this area gets money for certain projects, Richmond, VA should not take it all for themselves. It should be for the DC areas only, and Loundon County, VA. as well. One more thing bring back Pro Hockey. Everyone I know miss pro hockey, and going to their games. Sincerely,
— John Greer 9 February 2005, 20:15 #

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