Welcome Rutgers HCM Users!!
This website was created to allow for easy communication between the University HR Department and designated users of the HCM system [HCM Preparers and HCM Approvers]. Click on the post title or the "Read More »" link to view the entire post.
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UHR is happy to announce additional HCM training and workshops to better serve our clients’ needs!
Happy New Year to you from University Human Resources! As the New Year has already begun, it will bring about change and new beginnings. For starters, the HCM Specialists have now shifted their assignments.
HCM would like to encourage you to continually visit our blog to see the changes occurring within the HCM Unit.
Recently, we asked for your feedback in order to ensure that the University Human Resources (UHR) Human Capital Management (HCM) unit is meeting your unit’s business needs and supporting your important work at Rutgers. One of the key areas of concern was the need for additional training opportunities in the HCM system. As a direct result of your feedback, UHR is happy to announce additional HCM training and workshops to better serve our clients’ needs!
As you may know, a four year extension of the collective negotiations agreement representing Post-Doctoral Associates and Class 1 Post-Doctoral Fellows employed by Rutgers was ratified on September 8, 2015 (please note that Post Docs in Legacy-UMDNJ units are not represented by this bargaining unit, and are therefore not covered under this Agreement.) Pursuant to this agreement, retroactive to July 1, 2015, the minimum calendar year salary for Post-Doctoral Associates will be $40,000 (the minimum academic year salary will be $34,783). Under special circumstances, the principal investigator/supervisor may request an exception to the salary minimum. Requests to deviate from these salary provisions must be made to the appropriate dean and the Senior Vice President for Academic Affairs.
If a unit member’s salary is equal to or exceeds the minimum salary noted above, he/she will receive at least a 2% salary increase or an increase provided by the funding source, whichever is greater, retroactive to July 1, 2015.
In an effort to engage our partners in the field, receive feedback and improve overall client satisfaction, the Human Capital Management (HCM) Unit is launching a client satisfaction survey, to go out at the end of each business quarter. We want to know how you rate the service you receive from HCM, and we want your suggestions on how we can improve our service to the university.
We would appreciate your participation in this brief survey, keeping in mind the service you have received and the collaboration you have taken a part in with the HCM unit over the previous business quarter. These survey results will help us to prioritize and focus on the client service improvements which matter most to you.
Beginning Monday, October 5, 2015, outdated Class 6 Academic Year Teaching and Graduate Assistant employment records with an expired expected end date on or before June 30, 2015 and Class 6 Calendar year Teaching and Graduate Assistant employment records with an expired expected end date on or before August 31,2015 will be automatically terminated in the system. Only those records that do not have a current active appointment will be affected. Current active records will not be terminated.
Also, on Monday, October 5, 2015, outdated Class 8 employment records with an expired expected end date on or before January 1, 2015 will be automatically terminated in the system. Only those records that do not have a current active appointment will be affected. Current active records will not be terminated.
As you are aware, United States Citizenship and Immigration Services requires that employers verify an employee’s eligibility to work in the United States and that individual departments could be subject to substantial financial penalties for failure to comply with this federal mandate. Please be sure to follow these important tips in order to minimize the university’s exposure to potential financial liability. Thank you.
As you know, in prior announcements we have indicated August 21st as the deadline for submitting PTL hires and reappointments in order to ensure payment for the September 11, 2015 pay cycle. We write to request your cooperation in submitting the hires and reappointments prior to August 21, 2015 if at all possible to assist Academic Labor Relations in expediting the hiring process.
As a reminder, PTL hires and reappointments submitted after August 21, 2015 will not be processed in time so please make every effort to submit hire requests as soon as possible.
Last year, the New Jersey State Health Benefits Program (SHBP) launched an innovative program – the NJWELL campaign – designed to provide financial incentives to enrolled SHBP members and their covered spouses or partners who engage in healthy lifestyle and wellness choices. This year, Rutgers University Human Resources (UHR) is partnering with the NJWELL campaign to bring two “Know Your Numbers” biometric health screenings on campus, in order to allow employees to participate in the program while also taking an active role in their future health and well-being. A biometric screening is a confidential health screening conducted by a nurse practitioner that measures numbers such as cholesterol, glucose, and body mass index (BMI). The entire screening takes about 15 minutes.
Representatives from the NJWELL campaign will be on campus for the following “Know Your Numbers” biometric health screenings:
Beginning Thursday, July 9, 2015, Part-time Lecturer (PTL – class 7) employment records with an expired expected end date and a last paid date on or before January 1, 2015 will be automatically terminated in the system. Only those records that do not have a current active appointment will be affected. Current active records that are generating pay to employees will not be terminated.
Note: Approvers will receive a workflow notification; please approve.
The automated removal of payroll records is an established and necessary practice to ensure that the university meets its obligations with respect to accurate reporting of employment for the following purposes: Affordable Care Act, state health benefit plan eligibility, I -9, IRS, state pension and retirement system eligibility, unemployment, other federal and state employment regulations, federal and state reporting requirements, external audit reporting, and university access and security.