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 communications between employees and supervisors.
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 its units and 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.
The University encourages employees to act to resolve disagreements or misunderstandings that may arise in the course of employment. If it is not possible to resolve concerns through informal discussion among the individuals involved, a state classified employee may pursue resolution through the appropriate grievance or appeal procedure. The grievance process is designed to address and resolve problems, not to be an adversarial process.
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 paying 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).
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