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New Jersey Minimum Wage Updates

On February 4, 2019, Governor Murphy signed legislation that progressively raises the minimum wage in New Jersey to $15 per hour by the year 2024 as follows:

 Date New Minimum Wage 
January 1, 2019 $8.85/hour
July 1, 2019 $10/hour 
January 1, 2020 $11/hour
January 1, 2021  $12/hour
January 1, 2022 $13/hour
January 1, 2023 $14/hour
January 1, 2024 $15/hour

 

In order to comply with state law, units employing hourly staff including student workers should familiarize themselves with the schedule above and make changes as necessary to staff hourly rates of pay.

For further information or if you have any questions, please contact the Office of Labor Relations at (848) 932-3400.

NJ Earned Sick Leave Law

On October 29, 2018, the New Jersey Earned Sick Leave Law went into effect.

This new law:

  1. Expands Employees' Ability to Use Sick Leave
    1. Employees may continue to use and will accrue paid sick time in accordance with University Policies and the terms of any applicable collective negotiations agreements.
    2. Effective October 29, 2018, employees may use up to forty (40) hours of this accrued paid sick time per fiscal year for their or their family member's medical condition or preventive care, incidents of domestic or sexual violence, due to a public health emergency that results in the closure of the employee's workplace or employee's child's school or daycare, and/or to attend a school meeting or function related to the employee's child.
    3. Employees who wish to use this paid sick time for such reasons must notify their supervisors that they wish to designate their absence as "New Jersey Earned Sick Leave" time.
  2. Provides Sick Leave Benefits to Those Employees Who in the Past Did Not Have Sick Leave Benefits
    1. Casual Employees and Student Workers
      1. On October 29, 2018, casual employees and student workers began accruing one (1) hour of paid sick time for every thirty (30) hours worked, up to a total of forty (40) hours per fiscal year.
      2. Effective February 26, 2019, these employees who have been employed by Rutgers for at least 120 calendar days may begin to use up to forty (40) hours of accrued paid sick time per fiscal year for their or their family member's medical condition or preventive care, incidents of domestic or sexual violence, due to a public health emergency that results in the closure of the employee's workplace or employee's child's school or daycare, and/or to attend a school meeting or function related to the employee's child.
      3. Casual employees and student workers who begin employment after October 29, 2018 will begin accruing sick leave upon hire and will be eligible to use up to forty (40) hours of this sick time per fiscal year for the
        above reasons after 120 calendar days of employment.

    2. Salaried/Non-Hourly Employees Who Do Not Currently Accrue Paid Sick Time
      1. Effective July 1, 2019, these employees will be advanced paid sick time in accordance with the Law at the beginning of each fiscal year (July 1st of each year).
      2. These employees will be able to use this paid sick time immediately upon receipt as long as they have been employed for at least 120 calendar days as of July 1.
      3. Employees who have not yet worked for Rutgers for 120 calendar days by July 1 will be advanced paid sick leave on July 1, which cannot be used until they have completed 120 calendar days of employment.
      4. Employees who begin work on a date after July 1 will be advanced paid sick leave upon commencement of employment to be used after 120 calendar days of employment.
      5. An employee may use up to forty (40) hours of this sick time per fiscal year for their or their family member's medical condition or preventive care, incidents of domestic or sexual violence, due to a public health emergency that  results in the closure of the employee's workplace or employee's child's school or daycare, and/or attend a school meeting or function related to the employee's child.
Employees with questions about the Act may contact This email address is being protected from spambots. You need JavaScript enabled to view it. for additional information.

NJ Earned Sick Leave Poster

Source: New Jersey Earned Sick Leave Law (UHR) 

Administrative Staff Background Check Requirement

All Administrative Staff Class 1, 3, and 4 New Hires Require Successful Background Check  

UHR has informed us that consistent with a mandate from President Barchi, all administrative staff hires will be required to complete a successful background check prior to commencing employment. The requirement that all administrative staff Class 1, 3, and 4 (Casual and Seasonal) new hires complete a successful background check before starting employment becomes effective with all offers of employment made on March 26, 2018 and after. This applies to ALL staff hires with the exception of only Student Hourly employees (Class 5). Effective with all offers extended March 26, 2018 and after - a Certificate indicating successful completion of background check (provided by UHR) must be uploaded into the Payroll system (along with the offer letter) during the New Hire transaction. UHR will NOT approve any staff Hire transactions that do not have the background check Certification attached.

Rutgers is committed to providing a safe environment for our university community while ensuring that its academic and research missions are supported by qualified candidates. The basic background check requirement for all RU hires will include:

Social Security Verification
Sex Offender Registry Check
Criminal Background Check

There are additional checks available (at additional cost) and these should be discussed with SAS-HR and UHR at the time the Posting is being created.

The Rutgers Recruitment, Onboarding and Classification system (ROCs) is the system that will be used to facilitate the background check process. The Background Check process will be conducted completely within University Human Resources and the Office of General Counsel. Hiring units and SAS-HR will only receive a Certification that the candidate was cleared for hire or, that the candidate is not eligible for hire. All communication with the candidate regarding the background check and any findings therein, will be between UHR and the candidate. The cost for the background check will be covered by the President of the University through June 30, 2018. After June 30, 2018 the cost for background checks will be factored into the RCM funding for the School.

All positions must be Posted for the required minimum time (dependent on employee Class and relevant Contractual Bargaining Agreement). Candidates still must be Qualified by UHR and EEO prior to interviews (including Phone screen interviews). Once a final candidate has been identified by the Hiring Unit the Applicant Dispositions MUST be completed for ALL other applicants. SAS-HR will extend the contingent verbal offer (contingent upon successful completion of a background check) and then the contingent written offer of employment. The successful candidate (only ONE candidate) will be marked as Finalist in ROCs. Marking the candidate as Finalist automatically triggers the start of the background check process in UHR (therefore critical to mark only ONE Finalist). IF the Finalist was previously employed by the university, UHR will check with the Office of Labor Relations to determine if the Finalist is eligible for rehire, if yes, UHR proceeds to the background check. UHR then initiates the background check with the external provider (GIS). The background check process takes a minimum of 5 - 10 business days from the time the Finalist gives consent to the background check provider. Upon completion of the background check, SAS-HR will receive either the Certification indicating okay to hire, or notice that the Finalist is not eligible for hire. Again, the Certification from UHR indicating Okay to hire is a required attachment along with the signed offer letter for the Hire Transaction in the Payroll System.

Please note, UHR will NOT commence the background check process until the Applicant Dispositions are completed for all other applicants to the Posting. Also, since the ROCs Posting is used and only ONE Finalist should be selected per Posting - if a hiring unit has multiple vacancies for the same Job/Position Request - the Posting must be "cloned" so that there are equal Postings/Vacancies or an Evergreen Posting (open continuously for one year accepting applicants) utilized. SAS-HR and UHR can assist with cloning the Posting or advising if an Evergreen posting may be applicable.

Based on the time frame, UHR has advised that the tentative start date for new hires should allow three weeks from the date of the contingent offer. Again, Class 1, 3 and 4 (Casual and Seasonal) new hires CANNOT start employment until SAS-HR and the hiring unit have received the Certificate from UHR "okaying" the candidate for Hire.

If you have any questions about the background check requirement for all Class 1, 3, and 4 (Casual and Seasonal) hires please reach out to one of the following members of the SAS-HR team:

Rosemary Lane, This email address is being protected from spambots. You need JavaScript enabled to view it., 848-932-6440
Kate Hellings, This email address is being protected from spambots. You need JavaScript enabled to view it., 848-932-6441

Annual Performance Evaluations

Performance Evaluations

In accordance with legacy Rutgers policy 60.4.9, Performance Appraisal of Managerial, Professional, Supervisory, and Confidential (MSPC) Staff and applicable collective negotiations agreements, supervisors and managers of staff are responsible for providing a formal performance evaluation to eligible employees on an annual basis.

URA-AFT covered employees, performance evaluation is to be completed and communicated to the employee by April 30th The performance appraisal period is May 1st throughApril 30th. Per the URA-AFT Collective Bargaining Agreement employees who report to a new supervisor within the appraisal period should have an evaluation completed. The new supervisor is responsible for discussing and collaborating with the former supervisor or department head, if available, to complete the evaluation. 

MPSC and Senior Administrator (Legacy Rutgers non-aligned) employees, performance evaluations should be completed and communicated to employees by September 30th. The performance appraisal period is July 1st through June 30th. As with URA-AFT covered employees, MPSC covered employees who report to a new supervisor within the appraisal period should have an evaluation completed. The new supervisor is responsible for discussing and collaborating with the former supervisor or department head, if available, to complete the evaluation. Please note, the University will be introducing a new performance management system for the July 1, 2019 through June 30, 2020 appraisal period that will include process steps/actions throughout the appraisal period. 

All Performance Evaluations must be signed by the appraised employee by the due date and the signatures of the multiple levels of supervisors (First and Second level) are required.

SAS-HR will be conducting workshops for SAS supervisory employees to assist with the completion of the performance appraisal process.

UHR Performance Management Resources: 
Resources and Tools for appraisal process

Self Study Programs
RTK015 Performance Management Basics
RTK016 Conducting the Performance Appraisal (this is a quick-study quide)

If you have any questions as to which form to use, if an employee should receive a performance evaluation, and/or any other questions related to performance management you may contact:

Rosemary Lane via This email address is being protected from spambots. You need JavaScript enabled to view it. or 848-932-6440

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