Williams Inducted into United Way Heritage Circle
Executive Director of Human Resources Beth Williams
Executive Director of Human Resources Beth Williams was among past board members whose terms ended in 2020, 2021 and 2022 to be inducted recently into the Rappahannock United Way (RUW) Heritage Circle. The RUW Heritage Circle is an exclusive group of past RUW board of director volunteers who have committed time, talents and treasure over the years.
Faculty Early Retirement Program
Dear Colleagues,
For several years, faculty members have been asking UMW to offer a Faculty Early Retirement Incentive Program (FERIP), and we are now at a point where it makes strategic sense to put such a plan in place. In response, UMW has designed a program that will provide an incentive to eligible faculty members who may be thinking about retiring but need some short-term financial assistance to make it work. At the same time, the proposed plan will provide the university with some additional flexibility in strategically allocating faculty positions that align enrollment and academic program demand.
A proposed plan was approved by the Board of Visitors at its meeting on February 18, 2022, but implementation of the plan is contingent upon a multi-layered state approval process, which is ongoing; for this reason, UMW’s FERIP is not yet considered final.
The proposed plan offers approved participants 100% of their final base salary payable monthly over a two-year period.
The application period is tentatively planned for this fall with a required retirement date of May 15, 2023. Per the requirements in the Code of Virginia, only teaching faculty are eligible to apply for the FERIP. Additional eligibility criteria include : tenured status; at least 60 years of age; employed full-time in a non-classified teaching position at UMW for at least 10 years, and agree to withdraw from active membership in the Virginia Retirement System.
The proposed early retirement plan is entirely voluntary and eligible faculty must apply to participate. Applications will be assessed by a committee comprised of the Provost, Deans, the Chief Financial Officer, the Chief Diversity Officer and the Executive Director of Human Resources. Further details about the application and approval process will be provided once we receive final state authorization to move forward with implementation of the proposed plan.
Sincerely,
Timothy M. O’Donnell Beth Williams
Interim Provost Executive Director of Human Resources
Flexible Summer Work Arrangements
Dear Colleagues,
As we near the end of the academic year, it’s a good time to send a reminder about flexible work arrangement options, particularly for departments where work demands will change after students leave for the summer. When possible, supervisors are expected to permit and encourage flexible work arrangements in their departments, especially from May 9 thru August 5. Such arrangements include:
- Alternative work schedules, such as four 10-hour days with one day off per week; or four nine-hour days and one four-hour day per week with the remaining half-day off each week;
- Increased telework opportunities for eligible positions. See the Telework Policy and Procedure page.
Full-time employees are expected to work their full 40 hours per week (unless taking approved leave) and alternative schedules must adhere to Federal and state regulations as they relate to employee class and schedule period (see the UMW Hours of Work webpage).
Because we will still have some students on campus during the summer as well as a variety of events and activities taking place during those months (e.g. orientation and STP), a department’s summer flexible work arrangements may need to vary from week to week, depending on its employees’ role in student services and planned campus activities. Any changes to in-person service hours must be clearly and widely communicated to avoid negatively impacting student services.
In addition to work flexibility, the dress code will also be relaxed. From May 9 thru Aug 5, jeans will be permitted during the week (not just Fridays!).
Thank you for all you do every day. We hope you are able to enjoy some additional comfort and work flexibility during the summer months.
Beth Williams
Executive Director for Human Resources
University of Mary Washington
Update on Commonwealth COVID Policies
Pursuant to Gov. Glenn Youngkin’s Executive Directive Two, issued Saturday, January 15, 2022, UMW is modifying some of its employee COVID-19 mitigation protocols:
- National and local data continue to show that vaccines are the single most effective means of reducing the spread of COVID-19 and the severity of its symptoms; however, UMW will now strongly encourage, rather than require, employees to receive COVID-19 vaccinations and boosters, and to share their vaccination status with the University.
- Unvaccinated employees are no longer required to participate in mandatory weekly testing, although they are encouraged to continue doing so.
- COVID-19 remains a threat, and the current surge of the Omicron variant has overwhelmed our hospitals and healthcare systems. It is critical to continue our layered prevention strategies, which have been effective in keeping transmission rates low in the UMW community. These strategies include vaccinations and boosters, wearing face coverings, frequent hand washing/hand sanitization, social distancing, and proper contact tracing protocols to include quarantine and isolation practices. We also continue to ask that all individuals stay home when they are sick.
Our goal is to keep our students, faculty, and staff safe and ensure our doors remain open for in-person instruction. We continue to confer with state regulatory agencies, such as DHRM (Department of Human Resources Management) and the Virginia Department of Health, as they develop additional guidance regarding this new Executive Directive. All other UMW COVID policies will remain in place at this time.
Beth Williams
Executive Director of Human Resources
Future of Work Survey – summary posted to website
Dear Colleagues,
Over the summer, the Future of Work Planning Group asked you to share feedback related to your work experience by responding to the Employee Experience Survey. We appreciate your participation and honest responses! There were over 380 responses which gave the Future of Work Group insight into how the University of Mary Washington responded to the change in work modalities, strengths and weaknesses employees identified in their work environment, and what changes UMW may consider for the future.
You will find a summary of the survey responses and a link to the quantitative data report on the Future of Work webpage here. While responses to the open-ended questions were discussed internally, the group intentionally did not publish those responses in the public report in order to ensure the anonymity of respondents. The summary provided on the website does summarize some of those qualitative data in order to give a full picture of the feedback.
To view the survey report from the website, you may be asked to log in to your Microsoft Office 365 SharePoint account (UMW Net ID + password). For your convenience, we have also attached the Future of Work Employee Experience Survey – Public Results.
If you have any additional thoughts to share about the future of work at UMW, please use the feedback form on the Future of Work webpage.
Sincerely,
The Future of Work Planning Group
5% Pay Increase
Dear Colleagues,
As you are aware, the governor approved the state budget which included a 5% base salary adjustment for classified employees effective June 10, 2021. Although the bill did have a provision that allows for the exemption of certain higher education employees, UMW is committed to giving each and every eligible employee, whether faculty or staff, this 5% pay increase.
All UMW classified staff, A/P faculty, full-time teaching faculty, adjunct faculty and wage staff are eligible to receive a pay increase as described below:
Classified staff
- All classified employees who were employed in salaried positions as of March 10, 2021, and who received a rating of “Contributor” or “Extraordinary Contributor” (or the equivalent) on their last performance evaluation or more recent interim evaluation are eligible to receive the 5% base salary adjustment effective June 10, 2021.
- Pay increases for classified employees will appear in the paychecks beginning July 1, 2021.
A/P faculty
- All A/P Faculty employees who were employed in salaried positions as of March 10, 2021, and who received a rating of “Contributor” or “Extraordinary Contributor” (or the equivalent) on their last performance evaluation or more recent interim evaluation are eligible to receive the 5% base salary adjustment effective June 10, 2021.
- Pay increases for A/P faculty will appear in the paychecks beginning July 1, 2021.
- The amount of the increase will be prorated for part-time and quasi salaried staff who are working fewer than twelve months per year or less than 100% full time (40 hours per week or equivalent) on June 10, 2021.
Full-time teaching faculty
- All full-time Teaching Faculty who were employed as of March 10, 2021, and who received a satisfactory rating (or the equivalent) on their last annual performance review will receive the 5% base salary adjustment effective August 16, 2021.
- Pay increases will appear in the paychecks beginning September 1, 2021.
Wage staff
- All wage employees who were employed in positions as of March 10, 2021 and remain employed on June 7, 2021 will receive the 5% pay increase effective June 21, 2021.
- Pay increases for wage employees appear in the paychecks beginning July 16, 2021.
Adjunct Faculty
- The scale used to compensate adjunct faculty has been increased. Revised adjunct pay steps, representing a 5% increase in compensation per credit hour taught, will be in effect starting in fall 2021.
Deferred Compensation
Part or all of the salary increase may be deferred, subject to relevant plan guidelines and limitations. Please see FAQ’s for detailed guidance to enroll in or change contribution amounts for the 403b Pre-tax Annuity.
Please review the FAQ’s and if you still have questions, please contact Terri Arthur, tlockhar@umw.edu in Human Resources.
Thank you,
Beth Williams
Executive Director for Human Resources
University of Mary Washington
(540) 654-1294
bwilli22@umw.edu
1301 College Avenue
George Washington Hall, Room 203
Fredericksburg, VA 22401
Tuition Reimbursement Enrollment
The following message is from the Office of Human Resources.
Dear Colleagues:
Open Enrollment for Tuition Reimbursement for courses starting July 1, 2021 – December 31, 2021 has begun and will end on Wednesday, April 21, 2021. (courses outside of UMW) The complete policy and procedures are posted online but some important and key provisions are listed below. You may contact Denise Frye at dfrye2@umw.edu with any questions.
Program Purpose:
Eligible employees enrolled in a degree seeking program at other accredited institutions of higher education will be provided with tuition reimbursement up to a specified amount for courses after completion of the course and submission of proof of grade.
Eligibility:
This policy applies to classified, wage, administrative professional faculty, and other non-faculty part-time employees. Graduate Assistants who are required to be enrolled in UMW graduate programs are not eligible for this program. Eligible employees must be continuously employed by the University for a minimum of one year prior to their application for reimbursement and job performance must be satisfactory or at the “contributor” level. Tuition up to the approved amount will be reimbursed upon receipt of proof of completion of approved courses. Employees who receive tuition reimbursement must remain employed at the University of Mary Washington during the term of the courses taken and for one year after receipt of tuition reimbursement for those courses(s) or be subject to terms for repayment as described in the written agreement.
Important Information to Know:
- The open enrollment period is for courses taken July 1 2021 – December 2021 (The open enrollment period for courses taken January 1 to June 30 will be in October 1 – October 21)
- The program’s funding will be limited to $50,000 per calendar year; $25,000 will be budgeted for each period January-June and July-December.
- Each eligible employee may receive up to $2,500 in assistance each period. The amount of assistance will vary depending on the number of requests and the available funds for that period i.e. where $25,00.00 is available, 20 requests may each be awarded $1,250.
- A Tuition Reimbursement Request form is required to be submitted to Human Resources during open enrollment for courses starting July 1 2021- December 2021. (Link to the form is on page 3 of the policy and forms may be scanned)
- The Finance office will notify the employee the Tuition Reimbursement Request Form has been approved within 2 weeks of the open enrollment timeframe closing and request the following:
- a) Proof of enrollment in a degree granting program
- b) Schedule of the institution’s fees
- c) Proof of payment
- The assistance awarded will then be reimbursed to the employee upon submission of evidence of course completion with a minimum grade of “C” or “PASS” if a Pass/Fail course. Submission of grade must be within 30 days of semester end. The employee will receive reimbursement within 10 business days of grade submission to the Finance Office.
Thank you,
Denise M. Frye
Benefits Manager
Office of Human Resources
University of Mary Washington
2020-2021 Holiday Calendar
The 2020 Fall and 2021 Holiday Calendar is provided below. Included are hours of leave granted by the Governor and other state holidays. President Paino has awarded recognition leave for your continued contributions and dedication to the University. If you have questions regarding this schedule, please contact the Office of Human Resources at X1214. (* indicates important non-holiday dates)
Thanksgiving Holiday 2020: Monday, November 23, 2020 thru Friday, November 27, 2020
Winter Holiday Break 2020: Monday, December 21, 2020 thru Friday, January 1, 2021
University Reopens 2021: Monday, January 4, 2021*
Martin Luther King Jr. Day: Monday, January 18, 2021
UMW Spring Break Day: Wednesday, March 10, 2021
UMW Employee Appreciation Day: Monday, May 10, 2021
Memorial Day: Monday, May 31, 2021
Juneteenth Day: Friday, June 18, 2021
Independence Day: Monday, July 5, 2021
Labor Day: Monday, September 6, 2021
Thanksgiving Holiday 2021: Wednesday, November 24, 2021 thru Friday, November 26, 2021
Winter Holiday Break 2021: Monday, December 20, 2021 thru Friday, December 31, 2021
University reopens 2022: Monday, January 3, 2022*
2020 Holiday Calendar Updates
A message from the Office of Human Resources:
Dear Colleagues:
In addition to the recent commemoration of Juneteenth, there have been a few other changes to the 2020 UMW holidays. The updated calendar can be viewed here and the changes are summarized below:
- Due to the changes in the academic calendar necessitated by COVID-19, Sept. 7, 2020 (Labor Day), will now be a work day. This holiday has been moved to Tuesday, Nov. 24, the week of Thanksgiving.
- The Commonwealth has added Election Day 2020 (Nov. 3) to the state holiday calendar. UMW will be open on Election Day and has moved this holiday to Monday, Nov. 23, 2020, so we will be off the entire week of Thanksgiving. UMW urges all employees to exercise their right to vote and expects managers to be flexible in allowing employees the time to do so.
Other news:
- After careful reconsideration, the Cabinet has decided to reinstate the Tuition Waiver Program for employees taking UMW classes! Please follow the link provided to view the policy and access the request form. Tuition waiver request forms should be returned to Denise Frye, dfrye@umw.edu, before classes start.
We appreciate your flexibility and understanding as we all work to navigate the changes and challenges 2020 continues to bring.
Thank you,
Beth Williams
Executive Director for Human Resources
University of Mary Washington
