Office of Human Resources

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Office of Human Resources
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PANDEMIC PLANNINGHUMAN-RESOURCES
CONSIDERATIONSFINANCE AND BUSINESS LEADERSHIP
MEETINGAUGUST 13, 2009
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BASIC CONCEPTS

• Federal and state employment law and collective
  bargaining agreements are still in force
• Policies that are not based on law provide more
  flexibility for management, but actions are still
  subject to challenge
• Effective communication by supervisors with their
  employees will be critical, e.g., management
  decisions, departmental news, rumor control
• Getting the work done is still paramount, but
  doing so wisely will minimize subsequent
  litigation

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MANAGEMENT PREROGATIVES AT ALL TIMES

• Directing the workforce
• Establishing work rules
• Determining vital functions
• Determining work assignments, including
• cross-training and duties outside a job
  description

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MANAGEMENT PREROGATIVES AT ALL TIMES

• CONTINUED
• Determining work schedules, i.e., starting and
• ending times, days on and off, overtime
• Determining authority delegation and lines of
• succession
• Making observation-based decisions on fitness
• for duty and requiring evidence of fitness for
  return
• to work when necessary (in consultation with
  Occupational Medicine as indicated)

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EMPLOYMENT LAW

• Family and Medical Leave Act
• Fair Labor Standards Act (OT and exemption
  provisions)
• Americans with Disabilities Act ADA Amendments
  Act
• Age Discrimination in Employment Act
• Other anti-discrimination statutes

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HR POLICIES AND GUIDELINES

• HR34 Employment Conditions for Staff Employees
• HR45 emergency rehire of retirees
• HR88 Alternatives to Full-Time, Year-Around
• Employment
• HR90 Extra Compensation for Exempt Staff
• Employees

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HR POLICIES AND GUIDELINES

• CONTINUED
• HRG02 Alternate Work Arrangements
• Consider now telecommuting (seek HR guidance
• before finalizing) and flexible scheduling
• HRG10 campus closedowns (provides for free time
  off
• unless otherwise specified by the President at
  any time
• during the period of the official closedown)
• HRG11 Family and Medical Leave

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ADJUSTMENTS DURING THE PANDEMIC

• No limit on use of sick-family days
• Use of prospective vacation / sick-leave
• earnings permitted, in the event that
• balances at the time are exhausted normally,
• the expectation is that this time will be
  accounted
• for by the end of the fiscal year

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ADJUSTMENTS DURING THE PANDEMIC

• CONTINUED
• Requirement for a healthcare-provider
  certification
• to justify flu-related absences to be suspended
• temporarily (including any such absences covered
  
• by FMLA)
• Job abandonment special consideration to be
  given in
• instances where flu-related illness is cited as
  a reason
• for not reporting off properly

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UPCOMING EVENTS FOR CONTINUED DISCUSSION OF H1N1

• August 31 OHR teleconference for Human Resources
  Representatives and Directors of Business
  Services
• September 22 Human Resources Representatives
  (HRRs)
• and Directors of Business Services (DBSs)
  monthly meeting ongoing teleconferences as
  needed
• Ongoing distribution of HR-related pandemic
  information to
• HRRs and DBSs

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WHERE TO GET HR HELP

• Office of Human Resources
• OHR Web site information, links, FAQs
• www.ohr.psu.edu/h1n1
• Policy and labor-agreement guidance
• Employee Relations
• Guidance on FMLA and alternate work arrangements
  
• Work/Life
• Medical guidance Occupational Medicine

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WHERE TO GET HR HELP

• Office of Human Resources, continued
• Guidance on hiring from temporary agencies
• Employment and Compensation
• Other services All OHR divisions Employee
• Assistance Program Employee Special Assistance
• Fund
• Human Resources Representatives
• Directors of Business Services

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THANK YOU Robert L. Maney Director of Human
Resources Penn State Office of Human
Resources 505 James M. Elliott Building 814-863-61
88 rlm1_at_psu.edu