The What Can USC Do For You peer-to-peer event was held on June 30, 2021 on Zoom. Below you will find a summary of the topics discussed and important resources identified.
- Our Mission
- USC has been and will continue to talk with leadership regarding Alternate Work Location (AWL).
- Staff are encouraged to have conversations with their supervisors and use the system outlined by HROE to apply: https://employees.tamu.edu/employee-relations/alternate-work-location.html
- HROE has also provided helpful supplemental guidance for staff considering AWL, which includes topics for consideration and suggested dialog: https://employees.tamu.edu/employee-relations/_media/documents/701-AWL-Supplemental.pdf
- Staff hiring freeze:
- https://employees.tamu.edu/spotlight/news.html
- https://employees.tamu.edu/compensation/updates_staff_comp_actions.html
- Melanie Upton noted that this will be for at least the next 90 days during the review process.
- Follow the outlined exception request policy, if applicable.
- Freeze on reclassification, equity increases, and promotions
- Merit raises are not included in the freeze.
- If you have a case that involves immigration concerns, please submit it for exception review.
- Exception consideration will be very limited.
- USC meetings are open to the public (https://staff.tamu.edu/resources/staff/meetings-and-minutes)
- Chair and vice chair meet monthly with Dr. Risinger
- Chair and vice chair meet with President Banks
- Executive officers and committee chairs meet once a month
- Dental Night Guards will now be covered under both TAMUS dental plans, beginning 9/1/2021. Many thanks to Barb Schumacher for championing this effort (as the past committee chair) and Sarah Franke (current chair) for getting it across the finish line.
- The USC sent forward a proposal regarding Diversity, Equity, and Inclusion to the President’s office. Campus Life and Experience (for student retention) and recruitment for faculty/staff for diverse populations were some of the many priorities awarded funding from the following university initiative:
Other Committee Updates
- Work Life & Benefits Committee
- Comp time policy (for exempt employees)
- USC recommendation has gone to HR for review. Primary goals:
- Training for supervisors to stay consistent but flexible
- Clear structure for approval
- Documentation on what is approved and what isn’t
- USC recommendation has gone to HR for review. Primary goals:
- AWL
- Effective for the time period stipulated on the agreement, not to exceed a year. HROE
best practice recommendation is to begin with a short trial period, which can be
extended, if successful.
- Effective for the time period stipulated on the agreement, not to exceed a year. HROE
- Identity Theft
- Many TAMU, and other state employees were impacted by fraudulent unemployment
claims during the past few months. - HROE does not believe the information was compromised by TAMU. TAMU does not directly offer identity theft insurance; however free and low-cost plans are available through BlueCross/BlueShield and Perks Connect vendors
- Many TAMU, and other state employees were impacted by fraudulent unemployment
- Blue Points / Well OnTarget
- Wellness Release time (up to 30 minutes three times per week)
- Comp time policy (for exempt employees)
- Diversity, Equity & Inclusion Committee
- Has identified ways through book recommendations and highlights to improve workplace
climate. These books have encouraged a full-circle perspective of what is going on in our world.
Not everyone has the same story, and it’s their vision on how to be respectful to and with those
who are different from us in the way we talk, live, and think.
- Has identified ways through book recommendations and highlights to improve workplace
- Branch Campus Committee:
- Last year, we realized that there wasn’t a venue for staff at branch campuses to discuss common
issues and concerns. - This year, we formed a committee, and we hope to have a chair in place this fall to begin making
strides toward improved communication and sharing best practices.
- Last year, we realized that there wasn’t a venue for staff at branch campuses to discuss common