Sign in sheet: https://docs.google.com/document/d/16NkKvbkW4K5mtd9o6JYTNGjhffYeSYPipg4omi4zTqc/edit?usp=sharing

Sign in sheet: https://docs.google.com/document/d/16NkKvbkW4K5mtd9o6JYTNGjhffYeSYPipg4omi4zTqc/edit?usp=sharing

Happy morning to you all

does anyone have the sign in link?

https://docs.google.com/document/d/16NkKvbkW4K5mtd9o6JYTNGjhffYeSYPipg4omi4zTqc/edit?usp=sharing

Parliaminutes are located here: https://www.uaf.edu/uafgov/staff-council/archives.php

https://news.uaf.edu/friday-focus-it-is-not-about-covid/

Thank you Chancellor White

I have to step out for another meeting, be back at 11

Remote work: https://alaska.edu/hr/remote-work/

https://facilities.alaska.edu/uaf/fsweb/CoViDPPE/CoViDForm.cfm

https://elmo.uas.alaska.edu/covidstatus/uafvaccination.cgi/report

I am back!

welcome back!

Will COLA ever be reinstated?

Isn't there a Title IX co-ordinator at the System's Office that is also supposed to be helping campuses with the "whiplash" from federal changes? Just wanting to verify that that position is filled still.

https://www.alaska.edu/news/leadership/mary-gower.php

Thanks Alda!

I somehow missed the announcement of her hiring, would be very interested in hearing from Gower at a future meeting!

That's awesome Jerry! that's a lot of effort!

I just started a project as an intern with the Western Extension Leadership Development program, working on improving Onboarding for IANRE. If anyone has resources or advice on onboarding let me know!

Huzzah! Congrats Alda!

Thanks Tara!

This all points out just how important the supervisor training is from HR

They have to do something with COLA, especially given the increase in cost of goods and services due to COVID.

What is meant by "Institute greater flexibility for holiday discretion"? Number 9.

100% support an ombudsman, especially since we’re hearing things from HR like “there will be no appeals process if a supervisor denies a remote work request”

I have the same question as Martha

agreed Alda

Fair point Mathew- with the data we have from the Market Study, can we propose starting with increases for those still here that we know are underpaid?

Also how long is the Market Study data considered good for, at what point are those numbers too “old” to be useful/need to be refreshed… when the new CHRO is onboard can that be brought up

I think one of my largest issues is that any form of pay increase is based upon how hard a supervisor is willing to fight for their staff. Creating a set of rules as to when or how increase is done would be helpful to reduce the gap of inequity.

that's a good point Jerry

With all of the jobs lost, a lot of staff have literally taken on a second position; it would be nice to see UAF offer compensation for that.

Agreed Jerry

Thank you for that information. I need to go to another meeting.

It is also greatly dependent on the individual department's budget.

Totally agree, Jerry, overly supervisor dependent

YES I agree, Jerry!!

I concur

Agreed.

Thank you Jerry, well said

Oh, good luck there .... :-)

HR would say yes, but.... the reality is much more difficult

Eddy’s question points to the drum I’ve been beating for years on LACK OF ONBOARDING. I’ve been here 10 years and still couldn’t describe the “structure” to you with confidence

And that lack of onboarding has lead to a loss of institutional knowledge too.

Well, the dirty secret is that there really is not a structure.

Just a caveat, HR may not understand the efforts of certain areas, I would recommend against them making any reductions based on their findings

Love that idea, Kara!

Interesting issue with PD rewrites is the 'temporary' extra duties that one can take on that may not last more than a year. So as you change your mix of tasks, that can get really complex.

Like who's going to do it if we don't?

Yeah can’t really “stop doing” what the feds require sooooo…

Not an option.

No, I have not had that conversation

we've had tha conversation YEARS ago

and we can't drop anything else

No, because it's really not an option to "stop" anything.

Like any of us would choose to do optional busy work?!

Right? that's too true Alda

#ain'tnobodygottimeforthat meme

I agree. We have had this conversation in the past but have to keep up with the workload because it just keeps coming...

I think it's also important to consider folks that are relatively new...perhaps those that have been recruited to fill in for one of the loses that had a lot of institutional knowledge. More green employees may not feel like they are in a position to bargain or ask for a reprieve

Good point Mike

we've got a lot of new staff

sorry for being a bit more passionate, I really appreciate all the effort Juella is putting in. I'm just very burnt by the demands and inequity between staff and executive leadership.

no apologies necessary Jerry! It's very important, and it's a valid emotional feeling

Please continue being passionate, you are saying what many of us are thinking!

Jerry - I appreciate very much your sharing your perspective! It’s important for all of us to hear and share.

similar question to Michael, will the training go beyond just reading the new regulations, how is HR going to coach supervisors to “work with” staff

See, that's not a non-answer, you're providing a valid response :)

Thank you

Good question, are remote work stations also eligible for an ergonomic assessment?

https://www.eeoc.gov/publications/ada-your-responsibilities-employer

To Jerry’s point, there’s nothing in here yet pointing out that the employer has obligations even if the employee isn’t the one who initiates a request

And can I just bring up that the entire system needs ADA training on the same level that we have required Title IX training

Something that was brought up recently: Is there is any guidelines or guidance for supervisors on how to be equitable among employees who wish to conduct their work remotely? Particularly when the nature of that work is in-person and customer-facing.

I will get off of my soapbox now lol

that's a good question Mike

disclaimer: my question wasn't directed to anyone here, just attempting to represent some comments received from my unit

Thanks, Eddy and Ronnie

The interesting thing to me is that this is very much focussed on a _strong_ UA preference for working on-site. If COVID really kicks in, I wonder how much will fall away or get waived

That assumes that we will ever be out of the COVID woods -- yikes!

Yeah we keep calling it a POST Covid plan, while Delta Variant is over here like “Hold my HooDoo”

I agree

Not to mention that our Events Policy has not been updated since February, and we are 9 days away from New Student Orientation and residential students returning.

brb afk

I think that's a good idea, Juella

I have to head out, thanks for listening to me today. I appreciate all the hard work.

back

thanks Jerry!

yes