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Remove child age limit
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.
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 email@example.com.
Lack of transparency from executive leadership
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?
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.
Closing between Christmas & New Yrs
Hello, I would like to submit a request for ASU to close during Christmas and New Year's, with the caveat that units which might need to stay open for research related activities could still have the ability to access their space. It would also be great for hourly staff to still get paid during that time, if possible.
The other two state universities have made it work, and since ASU is #1 in innovation, I think that we can find a way to also make it work and pride ourselves on that. Especially if it means making staff happy. This would lead to improved morale overall as well, knowing that our leadership is open to giving us the same benefits that our counterparts get.
Thank you for your feedback. Although closing the University is not in alignment with the various needs and components of the University, employees have the option of requesting time off during the holidays.
Limit solicitors on campus
What policies changes can be made to limit non-ASU affiliated people, specifically solicitors, on campus? I am tired of being approached by petitioners and religious groups while I am walking around campus or eating outside the MU.
Staff Council seeking guidance from the Office of General Counsel
Now that we have to have a cell phone connected to Jabber (our office phones are removed) and we need a cell phone to do 2-factor authentication will we be reimbursed for having to have a cell phone in order to do your job? As a reference, ASUEP offers a bi-weekly payroll reimbursement for their employees. Why can't the University do the same?
To align with the university’s goals of accessibility, flexibility and agility, ASU has adopted an enterprise-wide solution for voice communication – Zoom Phone. Zoom phone can be added to your computer after submitting a Zoom phone request via Service Now. Employees are not required to set-up 2-factor authentication on any personal cell phone device as there are other available devices such as a key fob to complete the 2-factor authentication process. You may also refer to your “My ASU” page under My Tasks and review the information related to “ASU Transition to Zoom phone” and follow the instructions.Some positions throughout the university require the use of a cell phone or offer reimbursement based on an employee’s position and required duties. If you feel your job requires you to have a cell phone or bi-weekly payroll reimbursements, please work with your supervisor and internal HR department on your request.
Zoom phone: https://uto.asu.edu/zoom-phone
Service Now: https://asu.service-now.com/nav_to.do?uri=%2Fcom.glideapp.servicecatalog_cat_item_view.do%3Fv%3D1%26sysparm_id%3Da2f78b251b7e05505201993f034bcb40%26sysparm_link_parent%3D37f15a1f1390774075e9b4a76144b09a%26sysparm_catalog%3De0d08b13c3330100c8b837659bba8fb4%26sysparm_catalog_view%3Dcatalog_default%26sysparm_view%3Dcatalog_default
Full remote work inequity
Currently, ASU allows employees who live out of state to be hired and work fully remotely. I was hired at the same time as a colleague of mine, doing the same job, being trained on the same tasks, with the same title. Exact same. However, because I live in-state, I must come to campus three times per week. My job is clearly possible to do remotely, as I do not interact with students. I did try to request full remote but was denied. I was able to get hybrid approved, but only after providing a reason that is temporary and based on the COVID pandemic, which was not my first reason, but rather told to me to use as my reason so it would be accepted. I and many others are finding other jobs outside of ASU because of this. I wanted to share this issue with someone as I believe this is happening in other departments at ASU too. I hope a change can happen because I think it is sad that ASU is losing many people because they are not being innovative with their employee work environments.
The flexible work arrangement program requires that the EVP sign off on full remote work requests in situations when there is a mutual interest for the university and employee. While we cannot speak to your specific situation, there may be more circumstances and criteria that you are not aware of. We encourage you to revisit this with your supervisor.
Insurance coverage for gender-affirming procedures
Are there any updates on getting Trans employees medical insurance coverage for needed gender-affirming procedures? These can be quite expensive, and self-image due to gender dysphoria can lead to a huge decrease in productivity, mental wellbeing, and an increase in stress, mental health side effects like depression and anxiety, etc.
Currently, the medical plans with ADOA exclude benefits for gender affirming surgical procedures. Other services related to gender affirmation are covered. ASU is exploring options on how to provide comprehensive gender affirming care for employees. The environment with medical service offerings is complex—we are in development with an arrangement for full compliance with the Affordable Care Act and other required provisions.
Sync option for Fall 2021?
What can staff tell faculty who don't want to teach in-person but want to move their class to Zoom? We've been told Sync is not an option. Can a clear message be sent to faculty if there is or is not a Sync option for fall 2021? If there is no option for sync and they qualify for FMLA there will not be anyone to teach the in-person courses with classes starting in 2 days.
Please reach out to your College Leadership.
Consideration for working from home option
Recently it was announced that workers will be required to come into the office full time. I do not interact with students, so I can perform my job anywhere. I understand that some people may want to go back to normal, but working from home has been very beneficial. Perhaps some employees who want to work primarily in-office can still do that? That would save quite a bit of office space.
Working from home has been highly beneficial to both my physical and mental health. Not being required to commute has made a healthy sleep schedule finally obtainable. I have been more focused on my work because I don't need to worry about hot weather or traffic.
Working in the comfort of my home allows me to eat healthier, and do quick exercises during my lunch break. Working from home allows greater freedom, giving me the option to live closer to my family members. Zoom calls haven't hurt my connection with my team at all. I have a strong working relationship with all my coworkers. Anyone who I have asked, whether internal or with other employers, prefers working from home. The total control of your environment allows absolute focus on work.
Bloomberg estimates that working from home boosts worker productivity. https://urldefense.com/v3/__https://www.bloomberg.com/news/articles/202…$
I humbly request that ASU and departments within reconsider their stance on working from home.
The University is currently reviewing options for flexibility and should provide a more specific response in Fall 2021
Vaccine card accepted?
Is there a way to see if our vaccine card upload has been accepted?