|
|
Policy Updates
Summary:
Changes in Policies are listed with the most recently
changed Policy first.
MAJOR CHANGES are policy changes or procedural changes.
MINOR CHANGES are typographical or word changes.
January | February
| March
| April | June |
July | August |September
| October | November
2008
December
|
C.E.S.P. 3-1: System Management - Payroll and Finance: Compensation for Overtime |
|
MINOR |
November 6, 2008 |
| Policy |
C.E.S.P. 3-1 |
| Summary |
Changed:
Section III: Policy.
kgrigsby@uaex.edu to
sfunderburg@uaex.edu or
timesheets@uaex.edu
Deleted: Up to 240 hours of accumulated compensatory time may be
carried over at year end with administrative approval.
To: Up to 240 hours of accumulated compensatory time may be carried
over at year end. |
|
C.E.S.P. 6-16: System Management - Travel:
Travel Regulations - Little Rock Area Vicinity Mileage |
|
MINOR |
December 4, 2008 |
| Policy |
C.E.S.P. 6-16 |
| Summary |
Changed Arkansas Dept. of Environment Quality from 4 miles
to 10 miles. |
November
|
C.E.S.P. 3-1: System Management - Payroll and Finance: Compensation for Overtime |
|
MAJOR |
November 6, 2008 |
| Policy |
C.E.S.P. 3-1 |
| Summary |
Changed: From: Authorized compensatory time
earned and compensatory time used must be reported on either
FINANCE - 201 or
FINANCE - 200 - C.
To: Authorized compensatory time earned and compensatory time used
must be reported
on the
Division timesheet
From:
Accumulated compensatory time must not exceed 240 hours, and must be taken
in the calendar year in which it is earned. Supervisors are
responsible for assuring that compensatory time earned in one week will be
used as soon as possible, preferably by the end of the next week, so that
employees will have used all accumulated compensatory time by the end of the
year. Compensatory time not used by December 31 will be rolled
over with Administration's approval, but must be used by June 30. Any
exceptions should be requested in writing and approved by Administration.
To: Supervisors are responsible for assuring that compensatory
time earned in one week will be used as soon as possible, preferably by the
end of the next week, so that employees will have used all accumulated
compensatory time by the end of the year. Up to 240 hours of accumulated
compensatory time may be carried over at year end with administrative
approval.
Added links to
Division timesheet
and
Division Policy
PMGS-97-4 - Minimum
Wage and Overtime Policies Under the Fair Labor Standards Act |
October
|
C.E.S.P. 6-1: System Management - Travel: Travel
Regulations |
|
MAJOR |
October 9, 2008 |
| Policy |
C.E.S.P. 6-1 |
| Summary |
Updated Travel Reimbursement to comply with government
guidelines: Lodging Only:
Little Rock: $ 88.00
Hot Springs: $ 98.00 Dinner & Lodging Only:
Little Rock: $ 115.00
Hot Springs: $ 122.50
Lunch, Dinner & Lodging:
Little Rock: $ 131.50
Hot Springs: $ 137.00 Daily Maximum:
Little Rock: $ 142.00
Hot Springs: $ 147.00 |
September
|
C.E.S.P. 7-20: Employee Benefits -
Leave and Holidays:
Holidays |
|
MINOR |
September 11, 2008 |
| Policy |
C.E.S.P. 7-20 |
| Summary |
Added:
• Day following
Christmas Day (Declared by Governor for 2008) |
|
C.E.S.P. 2-8: Civil Rights Compliance:
Complaint Procedures - E.E.O. |
|
MAJOR |
September 11, 2008 |
| Policy |
C.E.S.P. 2-8 |
| Summary |
First Section:
Deleted: Any person who believes that he or she or any specific class
of individuals has been subjected to discrimination prohibited by law may
file a complaint with the appropriate official.
Added:
A complaint may be filed by an employee, a former employee, or by an
applicant for employment who believes that discrimination in employment has
been practiced against him or her or that an employment practice of the
University of Arkansas Cooperative Extension Service has resulted or will
result in discrimination in employment against him or her.
Employment Complaint.
Added:
A. Informal Procedure
B. Formal Procedure
Deleted:
A complaint may be filed by an employee, a former
employee, or by an applicant for employment who believes that
discrimination in employment has been practiced against him or her
or that an employment practice of the University of Arkansas
Cooperative Extension Service has resulted or will result in
discrimination in employment against him or her. Complaints may be
directed to any of the four locations listed in the section titled
"Filing a Complaint".
1. County Extension Agent Staff Chair
Local County Office
Added:
A formal complaint may be directed to any of the following:
1. Office of Affirmative Action- Division of Agriculture, 2301 South
University Avenue, Rm. 205B, Little Rock, AR 72203
Programmatic Complaint
Deleted:
"The University of Arkansas Cooperative Extension Service offers its
programs to all eligible persons without regard to race, color, national
origin, religion, gender, age, disability, marital or veteran status, or any
other legally protected status."
..."waived extended by the Cooperative Extension agency or the Director
of the Office of Adjudication and Compliance, U.S.D.A. Secretary of
Agriculture. Complaints alleging discrimination by the University of
Arkansas Cooperative Extension Service may be sent to any of the locations
listed in the following section.
Filing a Complaint
Complaints may be directed to any of the following locations:"
Added:
"denied program resources or services or subjected to discrimination with
any Extension program because of race, color national origin, religion,
gender, age, disability, marital or veteran status, or any other legally
protected status"
3. Office of Affirmative Action- Division of Agriculture
2301 South University Avenue,
Rm. 205B
Little Rock, AR 72203
4. U.S.D.A., Director, Office of Civil Rights
Room 326-W, Whitten Building
14th and Independence Avenue, SW
Washington, DC 20250-9410
(202)-720-5964
Deleted:
4. U.S.D.A. – C.S.R.E.E.S. – Equal Opportunity Staff
Mr. Curtiland Deville
Cooperative State Research,
Education and Extension Service
(C.S.R.E.E.S.)
U.S. Department of Agriculture
1230 Waterfront Centre
800 9th Street S.W.
Washington, DC 20024-2475 |
|
C.E.S.P. 3-36: System Management - Office Management
- Freedom of Information Act |
|
MAJOR |
September 11, 2008 |
| Policy |
C.E.S.P. 3-36 |
| Summary |
Deleted Section:
Mailing Lists
Extension mailing lists are subject to
the Arkansas Freedom of Information Act. However, Extension may not
provide lists received from another agency (e.g., the Department of Health
list used for Cradle Crier mailings.) Any such requests should be
referred to the appropriate originating agency. |
August
|
C.E.S.P. 1-62: Personnel -
Employment Procedures:
Hiring Policies |
|
MINOR |
August 4, 2008 |
| Policy |
C.E.S.P. 1-62 |
| Summary |
Section VI: Job Postings:
Deleted: "are handled outside the online employment system."
Changed:
Section XVIII.
Seasonal/Temporary and Work
Only When Needed (WOWN) Positions
to:
Hiring Seasonal/Temporary and Work Only When Needed (WOWN) Employees
Changed:
- EHIRE-112T,
Seasonal/Temporary or WOWN Request for Position Vacancy
- EHIRE-124T,
Application for Seasonal/Temporary or WOWN Employment
- EHIRE-169T,
Seasonal/Temporary or WOWN Statement of Essential Physical Requirements
The supervisor will advertise the position by posting it in appropriate
locations, for example, on county office bulletin boards, in
college/university departments, and at local community sites. Refer to I. General
Guidelines
above for information related to minimum age requirements, employment of
relatives, and veteran’s preference.
to:
-
EHIRE-112T, Seasonal/Temporary or WOWN Request for Position Vacancy
(List of Position Numbers to complete EHIRE-112T.)
-
EHIRE-169T, Seasonal/Temporary or WOWN Statement of Essential
Physical Requirements
- EVAC-100T, Seasonal/Temporary or WOWN (Work Only When Needed)
position vacancy announcement
The supervisor should email the EVAC-100T to
jobs@uaex.edu
so it can be posted on the Extension website. The supervisor may also
advertise the position by posting it in appropriate locations, for example,
on county office bulletin boards, in college/university departments, and at
local community sites. Refer to I. General
Guidelines above for information related to minimum age requirements,
employment of relatives, and veteran’s preference.
The applicant completes the
EHIRE-124T, Application for Seasonal/Temporary or WOWN Employment, and
delivers, faxes, emails, or mails it to the contact person listed on the
position announcement. |
July
|
C.E.S.P. 6-1 System Management - Travel: Travel Regulations
C.E.S.P. 6-3 System Management - Travel: Out-of-State Trips |
|
MAJOR |
July 22, 2008 (effective July 1, 2008) |
| Policy |
C.E.S.P. 6-1
C.E.S.P. 6-3 |
| Summary |
Updated mileage from 43c to 45c |
|
C.E.S.P. 12-3: Personnel - Performance Policies:
Salary Schedules |
|
MAJOR |
July 1, 2008 |
| Policy |
C.E.S.P. 12-3 |
| Summary |
Wage adjustments for temporary and WOW positions. |
June
|
C.E.S.P. 1-62: Personnel - Employment Procedures:
Hiring Policies |
|
MAJOR |
July 1, 2008 |
| Policy |
C.E.S.P. 1-62 |
| Summary |
Changes in Seasonal/Temporary and Work
Only When Needed (WOWN) positions and required documentation. |
April
|
C.E.S.P. 1-39: Personnel -
Awards -
Career Service Recognition Payment Program |
|
MAJOR |
April 17, 2008 |
| Policy |
C.E.S.P. 1-39 |
| Summary |
Payment amounts have increased and the payments
are now subject to retirement contribution deductions. |
|
C.E.S.P. 1-38: Personnel
Performance Policies
Salary Increases - Advanced Degrees |
|
MAJOR |
April 7, 2008 |
| Policy |
C.E.S.P. 1-38 |
| Summary |
Changes on minimum GPA requirements |
|
C.E.S.P. 1-62: Personnel
Employment Procedures
Hiring Policies |
|
MAJOR |
April 7, 2008 |
| Policy |
C.E.S.P. 1-62 |
| Summary |
Changes on minimum GPA requirements |
March
|
C.E.S.P. 1-67: Personnel -
Awards:
Cooperative Extension Service
Employee of the Quarter |
|
MINOR |
March 3, 2008 |
| Policy |
C.E.S.P. 1-67 |
| Summary |
Updated 2008 due dates: February 18, May 19, August 18, and
November 17. |
February
|
C.E.S.P. 1-15: Personnel - Performance Policies:
Termination and Other Separations from Employment |
|
MAJOR |
February 14, 2008 |
| Policy |
C.E.S.P. 1-15 |
| Summary |
Major updates were made to bring Cooperative Extension into
compliance with University of Arkansas Board policy. |
January
|
C.E.S.P. 1-11: Personnel -
Performance Policies:
Introductory Probationary Period for New Employees |
|
MINOR |
January 29, 2008 |
| Policy |
C.E.S.P. 1-11 |
| Summary |
Notwithstanding the provisions of this policy, in certain
situations, a probationary employee may be terminated during the
introductory probationary period for work performance related issues without
prior written notice. In addition, an employee may be dismissed for cause
without prior verbal or written notice within the introductory probationary
period or at any time. See
C.E.S.P. 1-8,
Employee Disciplinary Actions |
|
C.E.S.P. 1-19: Personnel -
Annual Performance Evaluation:
Classified Employees |
|
MAJOR |
January 7, 2008 |
| Policy |
C.E.S.P. 1-19 |
| Summary |
New link to Classified
Employee Performance Evaluation Form (with Attachments) located on the
Division of Ag web site. |
|
Templates: Employee Performance Evaluations |
|
MAJOR |
January 7, 2008 |
| Policy |
EEVAL Template
Index |
| Summary |
Added to
the template index:
the new Classified Employee Performance Evaluation Form
(with Attachments) on the Division of Ag web site and notification that
E.E.V.A.L. - 156
is now only in temporary use for evaluating classified
employees who have not yet reached their first merit increase
eligibility date.
|
Back to Policy
Manual Home |
