Will ASU be recognizing Juneteenth as a holiday this year (2022)? It makes sense that it wasn't honored last due it being federally recognized the week before.
Speak up Be heard: Human Resources
ABOR policy currently authorizes ASU to designate 10 paid holidays, and that number has not been expanded since the federal government’s recognition of Juneteenth. Employees may use personal time to observe Juneteenth, with supervisor approval, and supervisors are encouraged to approve such requests consistent with operational needs. Those who observe Juneteenth through acts of service should also consult the volunteer paid time off policy to determine whether it applies. Organizing group service opportunities to observe Juneteenth is also encouraged, pursuant to the requirements of that policy.
Spring Recess/Winter Break
It looks like some of the other universities have the week in between Christmas to New Year's off. Why doesn't ASU have this policy? In addition, the stretch in between MLK Day and Memorial Day is a long stretch with no holidays. Why is there no spring recess day to go along with Easter or spring break? Perhaps the friday in spring break could be spring recess day.
"Significantly Negative" Salaries
The question below was submitted last October and the "Resolution" response was that it was "In Progess." I would like an update on where this "progress" stands as of today. I would also like to add in support of this question, whether the university will be granting a cost of living wage increase to staff soon in response to the fact that we live in an area with the most drastic increases in housing costs and inflation in the entire country. "Significantly Negative" Salaries Submitted: October 18, 2021 Last updated: October 18, 2021 Status: In progress Comment or issue submitted: In the 2020-2022 Master List of State Programs Publication, page 791 exactly, President Crow submitted the following statements in Issue 3 * Turnover among staff continues to be a significant problem, in part due to salaries that are not competitive with the local market. With a Solution (Strategy 2) that states: *: As budgetary constraints allow, continue to implement an ongoing commitment of salary improvement to address the significantly negative market position of staff (non‐academic) salaries by targeting budgetary funds at a level anticipating salary movement of 3 ‐ 4% per year, with allocations tied directly to outcome‐driven performance measures. I just received my letter of pay increase. It equals just over $40 per paycheck or 3%. This is not enough for a single tank of gas. The University KNOWS there is a problem, and they have indicated to the State of Arizona that there is a problem. Unfortunately, 3% is barely covering the cost of living increase due to the pandemic and it is not going to resolve a "Significantly Negative market position of staff (non-academic)." How do we move forward? I do the work of 3 people with no personal benefit. No opportunity for salary negotiation, no opportunity for advancement (Except taking a job in a totally different department or at a different campus) and no way to advocate for myself or others. The EDGE Conversations are WORTHLESS and mean nothing, just like our annual reviews. Only now we get to try and validate out existence 4 times per year instead on only once. The University does not live up to its own Charter where it states "Assuming fundamental responsibility for the economic, social, cultural and overall health of the communities it serves." The economic health of the staff at ASU has been ignored for too long. We deserve to earn enough to live, not just merely survive.
Why is parking not a benefit?
Why is parking considered an employee cost and not a benefit? At any other company the employer would make sure their employees have a way of traveling to and from work and a place to park. Especially when that employer considers it necessary to physically be at the work place.
Option to borrow against retirement
It would be a great idea if the three universities and the community colleges did a petition to the legislature or appropriate party to add a provision the ASRS system or another mechanism that would allow employees to borrow against their retirement for home down payments.
The ASRS is governed by the IRS with certain provisions/codes within the IRS dictating the status of the plan being what is considered a “qualified” status plan. This status enables the ASRS to have contributions from the employee treated as pre-tax and other provisions of the plan being considered compliant in the eyes of the IRS. One of the provisions of the IRS code governing the ASRS requires all participant contributions remain in the plan for the duration of active employment. No loans or other emergency/hardship distributions are allowed while actively employed.
Let's change the culture and automatically include staff on the committees for deans and school director searches. We are always the afterthought or only included in the listening sessions but never involved in drafting the profiles or the initial screening process but staff generally account for 50% of their organizations.
Please share the feedback with your Dean and Provost Office.
Where does ASU stand on a $15 dollar minimum wage? Phoenix and especially Tempe has seen meteoric rise of rent costs in comparison to wages during the pandemic. This mainly impacts low income portions of the community. Is there any plan to increase the wages at ASU for those earning under $15/hour? As one of the largest employers in Tempe, does ASU’s vision of inclusion and support include an economic vision for those making less than what the executive branch of our federal government considers a livable wage?
Current information is pointing to full time ASU employees making at least $15.76 an hour starting January 2022.
Years of Service policy
I have worked for ASU twice, the first time for 7 years and the second time for the past 7 years;14 years total. My anniversary recognition was reset when I returned to ASU so that I am not recognized for the 14 years that I have contributed. I have been presented with two 5-year pins. This makes no sense to me. Staff should be respected and recognized for their full contribution to ASU. Would Staff Council consider addressing this issue with HR? Why are we being short-changed for our years of service?
ASU values and celebrates employees years of service. When employees are re-hired within 12 months of separating employment with ASU, certain benefits are reinstated and the service date is adjusted based on the duration of time the employee separated and was re-hired. For re-hired employees with more than a 12 month break in service, a new period of employment begins which includes calculations related to service recognition.
Cashing out vacation hours
Why are we not allowed to cash out (or sellback) vacation hours?
ASU’s paid time off program is a valuable benefit as a part of each employees’ total compensation. ASU believes employees should be afforded time off to balance their personal and professional lives and encourages employees to take their allocated vacation time each year.
Pay date question
Has our payday been changed from Fridays to Mondays? I have found my automatic deposit not appearing on Friday, the last several pay periods. Yesterday it appeared like it was pending on my account but today it does not appear and I overdrafted. It is imperative that I (and many others) know when we will be paid to assure fees are not applied because scheduled payments out are not covered.
Payday remains on the usual Friday schedule. The referenced issue has been cleared up.
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