What is the difference between Staff Assembly, Council, and Conference?
The definitions of these terms are:
When will the results of the Chronicle of Higher Education survey about Great Colleges to Work For be available?
Survey participation reports should be available in early August.
Would it be possible for staff to receive a free membership to the West Center as a perk?
Fees received from West Center memberships are used to cover the operations of the facility. Without these fees, the West Center could not be open as many hours, and Recreational Services would not be able to offer the programming now available to students, staff, and faculty. The annual membership fee of ($10.00 per pay period) has not increased since the facility opened in 2007. Membership includes use of the entire facility including the climbing wall, weight room, cardio stations, racquetball courts, basketball courts, and pool. Members also have access to a personal trainer, group fitness sessions, towel service, and a locker.
Will the 88 who received pay raises this past academic year be required to give up the money that was given to them?
Employees included among the 88 individuals as receiving salary increases as reported by the media will not have a reduction in salary because of recent revelations. State of South Carolina regulations were, and will continue to be, followed in awarding salary increases for any reason. At this time, any requests for salary increases are being very closely monitored by the Personnel Committee.
As we move forward, the hope is that employees will make the choice to stay at Winthrop and be a part of the transition to the future. It may be a challenging time in the history of Winthrop, but no doubt, Winthrop will survive the challenge and be better in the end for the experience.
I'm sure that this is a state mandate, but I would love to see our maternity/FMLA policies change a little. Right now, when a new mother takes leave, she uses her sick time for the amount of time the doctor writes her out for, and then MUST use vacation time for any additional time she may want, even if sick time is still available. As you probably know, employees get paid out for vacation time and not sick time, which is one of reasons we don't want to blow through vacation time when sick time is still available.
FMLA is considered unpaid job protected leave, however; Winthrop applies accrued sick leave concurrently with FMLA if the qualifying reason for FMLA leave is due to the employee's own serious health condition. Therefore, if the employee requests the maximum of 12 weeks of FMLA due to the birth of a child, accrued sick leave time would be used during the time when the employee is considered medically incapacitated as indicated by the physician on the medical certification form. Once the period of medical incapacity ends, the employee is allowed (but not required) to use annual leave for the remainder of the 12-week period to care for the employee's child after birth.
The state Human Resources Regulations outline specific reasons that sick leave may be used. While the FMLA specifically allows for job protected leave for up to 12-weeks for the birth of a child, sick leave may only be used during the time when the employees is considered to be medically incapacitated. Please see the Winthrop University Sick Leave Policy (pdf - 253 kb) and the Winthrop University Family and Medical Leave Act Policy (pdf - 252 kb) for more information.