Feb 2006 Human Resources Communication

February 3, 2006

PHONE: 818-677-2101

MAIL DROP: 8229

UNIVERSITY HALL 165

Sexual Harassment Training

HR QUICKLINKS:

HR Communication Archive

http://www-admn.csun.edu/hrs/newsletters/

Benefits Administration

http://www-admn.csun.edu/hrs/benefits/

Compensation & Employment

http://www-admn.csun.edu/hrs/comp/

Payroll Administration

http://www-admn.csun.edu/hrs/payroll/

Employee Relations

http://www-admn.csun.edu/hrs/relations/

Professional Development Programs

http://www-admn.csun.edu/hrs/training/

Congratulations, 100% of the 685 people who serve in supervisory positions completed the mandatory training on sexual harassment. This is an important element in creating a fair and respectful environment free of all forms of harassment and discrimination. Thanks to all supervisors who participated in the training.

Recognition and Awards Event

The annual Recognition and Award Event for service and excellence will be held on July 20th. This event recognizes people on the occasion of 5 year anniversaries of service. At this event, the winners of the Presidential Award, the Award of Merit, and the Team Excellence Award are announced.

Nominations for these awards are currently being accepted. Any person can make a nomination as well as any person can be nominated, including auxiliary employees. Nomination forms are available on the HR website at http://www-admn.csun.edu/hrs/comp/awards and must be submitted by June 7, 2006.

A team of staff and administrators will evaluate all nominations and select the winners. Please consider nominating a person in your area who has a distinguished record of exemplary performance in support of the university and our students.

Background Checks
Reminder - Background checks are required for selected positions which deal with control of resources, access to drugs or security-sensitive equipment, or contact with minor children. Your employment manager will inform you when you are recruiting for a position that requires a background check.
Student Assistant/Work-Study Student Compensation Plan
The student compensation plan has been updated to reflect an increase to the maximum of the student assistant/work-study student salary range and to delegate authority for approving exceptions to student assistant working hours to the appropriate Financial Manager (HR Communication; April issue). The midpoint and maximum of each class within the salary range has been increased. If you have any questions concerning student assistants, please contact Mika Williamson, Human Resources Manager, at extension 2101. Questions concerning work-study students should be directed to Josie Carbajal, Work-Study Coordinator, at extension 3875.
Economic Growth and Tax Reconciliation Relief Act (EGTRRA) Tax Year Update
For the 2006 tax year, a participant can elect to contribute up to $15,000 to a 403(b) or 401(k), and $15,000 to a 457 plan for a total contribution of up to $30,000, subject to the 415(c) limit. For additional information, please visit our website at http://www-admn.csun.edu/hrs/benefits/tsa.html.
Health Care Reimbursement Account (HCRA) and Dependent Care Reimbursement Account (DCRA)
Do you still have claims you need to file for 2005? Don't miss out, you may file claims for expenses incurred during 2005 until June 30, 2006. Any remaining balance in your account will be forfeited after June 30, 2006.
Post-Retirement Employment: CalPERS Retirees
Effective January 1, 2006, the calendar year option for the employment of rehired annuitants has been eliminated. Under Government Code 21224, employment of a rehired annuitant is now designated on a fiscal year basis for a maximum of 960 hours. Because this change occurred midway through the fiscal year, CalPERS is permitting rehired annuitants who were designated in 2005 as working on a calendar year basis under Government Code 21224 to work up to the 960 hours from January 1, 2006 through June 30, 2006 in this fiscal year. Beginning July 1, 2006 through June 30, 2007, and in all future fiscal years, the maximum hours a retire may work is 960 hours in a fiscal year.
Good News! CalPERS Earns 11.2 Percent for Year
Our pension fund earned 11.2 percent return on its investments last year, marking the third year in a row that CalPERS has earned double-digit returns. A report to the Board said CalPERS assets totaled a record $200.1 billion to sustain the system's position as the nations largest public pension fund. Average annual returns were 15.9 percent over the last three years, 5.8 percent over five years, and 9.2 percent over 10 years. The pension fund also beat its benchmark target of 8.9 percent in 2005. See Sacramento Bee article at http://www.sacbee.com/content/news/california/story/14064592p-14895497c.html.
Reminder of University Policies and Procedures
This is a reminder of requirements to adhere to California Government Code Section 8314, Conflict of Interest, and the Additional Employment Policy. A brief synopsis of these requirements is listed below: Government Code Section 8314 - Use of State Resources Makes it unlawful for State employees to use or permit others to use public resources for campaign activities, personal use, or other purposes not authorized by law. This includes activities for personal enjoyment, private gain or advantage, or for an outside endeavor not related to state business. For more detailed information, please refer to the following link: http://www.leginfo.ca.gov/cgi-bin/calawquery?codesection=gov&codebody=8314 Public Contract Code Restrictions - Conflict of Interest The Public Contract Code restricts the following: "A CSU employee, except for those employees with teaching or research responsibilities, may not contract on his or her individual behalf as an independent contractor with any California State University department to provide services or goods." For more detailed information, please refer to http://www.calstate.edu/HRAdm/pdf2003/HR2003-21.pdf Please note that the Conflict of Interest Annual Filing will begin soon. Employees required to file an annual Statement of Economic Interest (Form 700) must file by April 1, 2006. The Employee Relations Department will provide specific information and filing instructions to covered employees. Questions may be directed to Employee Relations at x6566. Additional Employment Policy Additional Employment is the term used to describe any employment compensated by the CSU, regardless of the source of funding, that is in addition to the primary or normal work assignment for which the individual is employed. The Additional Employment policy establishes reasonable limits on the total amount of employment an individual may have with the CSU. This policy applies to the assignment of additional employment to CSU employees in any regular CSU program or auxiliary organization. For more detailed information, please refer to the following links: http://www.calstate.edu/HRAdm/Policies/HR2002-05.pdf http://www-admn.csun.edu/vp/policies/125_admn_fin/500/570_30.htm
End of Fiscal Year IRP/Classification Review Processing
To provide appropriate time for review and analysis of requests, the following timeline will be used for review of In-Range Progressions (IRPs) and Classification Review requests at the end of a fiscal year. Although every effort will be made to complete all IRPs and Classification Review requests by year-end cutoff, an IRP or Classification Review request submitted to Human Resources after April 30th may not be completed prior to the June 30th payroll cutoff. If this occurs, Human Resources will notify the requesting department to ensure they have set aside/held over an estimated amount of funding needed to cover the possible compensation change that would be effective in the next fiscal year.