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Speak up Be heard: Policies and procedures
Vice Provost
Submitted: January 16, 2024
Last updated:
Status: Resolved
Comment or issue submitted:
Why is there no longer a Vice Provost for the Downtown Phoenix and Poly campuses to oversee the collaborations and administration of those campuses to ensure units are collaborating? This position used to ensure that all leadership was aware of campus-wide efforts and maximizing opportunities to enhance the campuses events and outreach. With the lack of this position, it appears that the units on the campuses are operating in siloes now.
Resolution:
It is true that these campuses do not currently have a vice provost and we are working on a new model of administrative support as our plans for these campuses are evolving rapidly. However the units on these campuses are not working in silos. We currently have very active working groups that bring leaders together from these campuses.
Remove child age limit
Submitted: March 13, 2023
Last updated:
Status: Resolved
Comment or issue submitted:
In SPP 705-02 regarding FMLA, and under the ASU leave guide, ASU defines a child as a biological, adopted, foster, stepchild, or legal ward, who is under 18 years of age, or 18 years of age or older if the child is incapable of self-care due to a physical or mental disability. I believe ASU should remove the age limit so that employees can take FMLA or ASU leave and use sick time to care for children over the age of 18, regardless of child's physical or mental disability status. There are a variety of reasons why a parent may need to go care for a child who is older than 18 for an extended period of time (child just had a baby, child is experiencing temporary trauma or health issue like grief or recovering from surgery that doesn't render them permanently incapable of self-care but does make it difficult). And if that child does not have anyone else they can rely on for assistance other than the parent, then the ASU employee should be able to take a leave of absence and use sick time to care for their family member.
While we all hope our children will not need as much support once they become adults, being a parent and needing to go care for your child does not stop once they turn 18. And ASU should remove the age limit on their definition to recognize that fact.
Resolution:
Thank you for your inquiry. The Universities Family Leave of Absence policy (SPP 705-02) allows eligible employees unpaid time off under guidance of the department of labor (DOL) and federally mandated Family Medical Leave Act (FMLA). The DOL defines family as spouse, child, parent, or member of the employee’s established household. The DOL further expands the definition of child as a son or daughter (or child) means a biological, adopted, or foster child, stepchild, legal ward, or child of a person standing in loco parentis, who is either under age 18, or age 18 or older and “incapable of self-care because of a mental or physical disability” at the time that FMLA leave is to commence. For those circumstances where Family Leave of Absence / FMLA requests do not meet eligibility requirements, the Extended Leave of Absence Policy – SPP 705-01 may be applicable. An employee may request an extended leave for personal reasons, additional time if FMLA is expired or medical reason is they are not eligible for FMLA. The Extended Leave Policy can be used in conjunction with other ASU Leave Benefits – Health Leave and Vacation Leave. If you have further questions, please reach out to your supervisor or department HR liaison. You can also contact the Office of Human Resources via hresc@asu.edu.
Lack of transparency from executive leadership
Submitted: May 30, 2023
Last updated:
Status: Resolved
Comment or issue submitted:
In February 2023 ASU failed to meet its enrollment goal for online students. This was subsequently used as justification to reject promotions and pay increases in my unit.
Up to that point, nobody outside of executive leadership knew this benchmark existed, that our compensation was tied to it, or that we were in danger of missing the goal altogether.
If staff members are expected to advance the university's strategic initiatives we have the right to be informed of what those goals are and our progress towards them.
What is the university doing to increase the flow of meaningful transparency and communication from executive levels?
Resolution:
Thank you for your question. Each unit area / college leadership is entrusted with setting goals and communicating with their staff members. Please speak with your supervisor, department HR liaison or consult with your Human Resources Business Partner if you need further assistance or guidance.