Employee Relations
The goal of the Employee Relations unit is to assist individuals and departments in creating a positive and effective workplace. We provide advice and support to employees, supervisors and managers who have questions or need assistance with rule and policy interpretation, performance management, workplace behavior, and employee/supervisor communications.
Performance Management
Performance management refers to the process of bringing out the best efforts of people and directing those efforts toward meeting the goals of the University and respective units/departments. It is much more than completing a performance review twice a year; it includes a short-term and long-term focus and incorporates the concepts of coaching, supporting, and developing. Performance management should be viewed as a partnership between a supervisor and an employee.
Resources
Contact
- Email: eric.ray@colostate.edu
- Phone: 970-491-6947
- Fax: 970-491-6302
- Address: 555 S. Howes Street Fort Collins, CO 80523-6004
Telework
Colorado State is committed to allowing employees to work remotely when necessary and possible in response to the COVID-19 pandemic. This telework memorandum of understanding is intended to provide some framework and resources around telework arrangements. All arrangements related to COVID-19 must be approved by your supervisor and are temporary in nature.Academic Computing and Networking Services has compiled resources on equipment checkout, Microsoft Teams support, how to access your desktop remotely, and other information to support remote work.
Compensatory Time Policy
The purpose of the compensatory time policy is to ensure consistent practices earning, using, and payment of compensatory time, and adherence to the Fair Labor Standards Act. This policy applies to all non-exempt State Classified and Administrative Professional positions (salaried and hourly).
Reasonable Suspicion
Pursuant to the University Policy on Alcohol and Drugs, CSU employees may not report to work or be at work while impaired by alcohol or drugs, even those lawfully prescribed, as determined under a reasonable suspicion standard. These procedures should be followed whenever an employee is reasonably suspected of impairment
at work.
