END OF THE FISCAL YEAR REMINDERS FROM
MINIMUM WAGE TO INCREASE:
The New Hampshire House voted on
ADDITIONAL PAY PROCESSING FOR FACULTY
As the summer is fast approaching, a
reminder of the procedure in place for requesting additional compensation
for Faculty and Staff.
Prior to the employee performing services, it is
necessary for the hiring department to complete the appropriate request and
receive departmental and Human Resources approval prior to the beginning of
work. If the request is made after work begins, written justification
should be included. HR approval of additional pay requests is required
before Business Service Centers may process additional payments.
·
Request for Additional Pay for Administrative
Stipend or Specialized Services
·
Request for Approval of Faculty Supplemental
Effort and Pay
These forms can be found at the following link: www.unh.edu/hr/pubs-frm.htm#supp
The Additional Pay Policy as well as Additional Pay
Procedure can be found at the following link: www.unh.edu/hr/cmp.htm.
PAYMENT OF SALARIED EMPLOYEES WHO
If an exempt (PAT, EE, Faculty) employee is given a written
notice of termination of his/her position, the date of termination shall be at
the end of the pay period.
By law, as stated in Chapter 275, Protective Legislation,
Section 275:43-b, Payment of Salaried Employees: a Salaried employee
shall receive full salary for any pay period in which such employee performs
any work without regard to the number of days or hours worked.
This includes budgeted positions, grant funded positions,
term positions, etc.
Operating Staff may be terminated before the end of a pay
period, since they are paid by the hour.
DEFFERED PAY (Spread Pay):
Academic Year Faculty and part-time exempt status employees
(PAT, EE, AA) whose work period is other than 7/1 to 6/30, may choose to have a
portion of their wages held to be paid out during the non-work period following
their appointment year. This selection (or change to an existing
selection) MUST occur at least two weeks before the employee’s pay year
begins. Late requests cannot be processed.
Faculty wishing to make an election or change their current
selection must complete the USNH Defer Pay Selection/Change Form and return it
to Human Resources no later then
MINIMUM USAGE:
Earned Time and annual leave minimum usage requirements must
be met by
www.unh.edu/hr/et-acc.htm
for Operating Staff employees in the Earned Time program
www.unh.edu/hr/al.htm
for Exempt
employees (PAT, EE, AA, PA) and fiscal year Faculty
www.unh.edu/hr/ostl.htm
for Operating Staff with Traditional Leave
SICK
May is sick pool conversion month for employees on Earned
Time. Sick Pool conversion forms are to be submitted to Human Resources
by May 31st. Sick pool information and forms are available on
the Human Resources web site at: www.unh.edu/hr or forms may be requested from
Human Resources by phoning
The Sick Leave Pool is intended to provide additional
security by allowing staff members the opportunity to exchange Earned Time
Hours for Sick Pool Hours at the equivalent rate of three Sick Pool Hours for
each hour of Earned Time. For employee’s own illness, usage of Sick Pool
Hours commences with the sixth consecutive day of absence from work due to
illness or injury. A Certification of Physician form must accompany the
request to use Sick Pool Time. Sick Pool may also be used for Family
Leave and Extended Bereavement Leave (see Family Leave and Extended Bereavement
Leave below).
http://usnholpm.unh.edu/USY/V.Pers/A.11.htm
www.unh.edu/hr/docs/et-to-sick-con-wordform.doc
FAMILY LEAVE and EXTENDED BEREAVEMENT LEAVE:
The employee leave programs have been expanded to provide
Family Leave paid time off, through the use of sick leave/sick pool, to care
for family members or to be used as extended bereavement leave. Further
information can be found at the following links:
Family Leave FAQs – http://www.unh.edu/hr/pdfs/family-leave-faqs.pdf
Family Leave-Operating Staff – http://www.unh.edu/hr/pdfs/family-leave-policy-os.pdf
Family Leave-Exempt Staff (PAT/EE/AA/FY Non-Tenure Track
Faculty) – http://www.unh.edu/hr/pdfs/family-leave-policy-exempt.pdf
Medical Leave for Employee’s Immediate Family-Exempt
Employees (includes Parental Leave) – http://www.unh.edu/hr/pdfs/medical-leave-familty-PAT.pdf
Medical Leave for Employee’s Immediate Family-Operating
Staff (includes Parental Leave) – http://www.unh.edu/hr/pdfs/medical-leave-familty-OS.pdf
COMPENSATORY TIME:
Compensatory time must be used or paid out prior to
PERFORMANCE ASSESSMENTS:
Due in Human Resources by
DEPENDENT MEDICAL/DENTAL COVERAGE:
The graduation of a dependent child could affect eligibility
for dependent medical/dental coverage. Children who are full time
students may be covered as dependents from age 19 until age 25.
Dependents who no longer qualify for medical/dental coverage based on loss of
full time student status upon graduation must be removed from coverage via the
online benefits system. Employees must sign in to www.MyUSNHBenefits.net
click on Initiate Life Event, Loss of Dependent Student Status and follow the
procedure to end dependent’s coverage.
DEPENDENT TUITION BENEFIT:
Children are considered dependent, if at the time of
enrollment, they are unmarried, have not reached age 24, and otherwise meet the
legal definition of “dependent” as defined by the Internal Revenue Service.
SUMMER SESSION TUITION BENEFIT:
All Summer Session courses count toward the tuition benefit
for the 2007-2008 fiscal year, regardless of when the course begins.
Tuition waiver forms are available from Registrars Office, Business Services or
by contacting Human Resources at 2-0501.
YOUTH EMPLOYMENT:
Listed below are some quick and easy rules to keep in mind
when hiring youth at
If there are questions on the above information, please call Human Resources at 862-0501.