News, Events, and Email Lists
Stay up to date with the latest HR information. This page will be updated frequently with the most up to date HR news, announcements, and information.
Email Distribution Lists
Human Resources commonly uses listservs to send updates and reminders to users of the HR System. As a part of the HR Community, we encourage you to sign up so that you are up to date on the most recent information.
Audience: HR system users
Topics: Notifications related to payroll processing, changes in policies and procedures, system downtime, training sessions, benefit notification, payroll updates, data warehouse
Authors: HR Information Systems; also HR Payroll, HR Benefits, HR Records, Student Employment
Audience: HR system users responsible for maintaining departmental leave records
Topics: Leave-related notifications, procedures, and policies
Authors: HR Information Systems, HR Records
Audience: HR Professionals
Topics: Policy and procedure updates, general HR information, and invitations to HR Community meetings
Authors: HR Information Systems
Employees can sign up for an email list that will provide a daily email with the results of the integration from TMS to the HR System. This will help departments know when Oracle action is required on their part.
Sign up for HR Listservs
December 16 , 2020
Talent Development Updates, I-9 Process Extension, Temporary Work Adjustments, Legislative Updates, Classification & Compensation Updates
Recent HRMS Users Notifications
In the attached email, we requested the assistance of the HR community in differentiating between Emergency Paid Sick Leave (ESPL) taken for care of oneself and for care of others. Thank you to all who have provided us with this information. Now that the year is over (Happy New Year!), please identify any remaining employees and dates in your department who utilized EPSL sick leave to care for others and on which days (in the event the employee took both types of EPSL) through December 31 and deliver this information to Nick Cummings, (email@example.com). Please send this information by close of business this Friday, January 8. If you have already sent all relevant information for your department, there is no need to send it again.
Effective January 1, 2021, Colorado minimum wage increases from $12.00 per hour to $12.32 per hour. All pay rates below the new minimum wage were automatically increased to the new minimum with an effective date of December 19, 2020, the start of the first bi-weekly pay period that ends in 2021.
If you have any questions, contact firstname.lastname@example.org.
Several questions have arisen related to the how employees will be compensated due to the inclement weather on October 26th. Our current environment, with the majority of us working remotely, has created some confusion related to whether employees should continue to work remotely or whether university operations were fully suspended. To clarify:
- Employees working remotely will receive their regular pay for the time worked on 10/26.
- Essential employees who worked on-site on 10/26 should enter their time as they normally would. Essential workers who are non-exempt and worked more than four hours on 10/26 will receive the same numbers of hours as administrative leave for future use.
- Employees that regularly work on-site, but were unable to work on campus due or to work virtually on 10/26 will receive administrative leave for 10/26.
- Employees who were unable to work virtually or on campus due to a dependent care situation should enter annual leave for the 10/26.
- Additionally, several instances have arisen where the snow day message was interpreted as a campus closure and employees were told they did not need to work for the day due to the inclement weather on 10/26 or situations where employees assumed campus was closed and they would receive administrative pay for 10/26. In these cases, employees timekeeping should reflect administrative leave for 10/26. This is a one-time exception to the expectation that employees working remotely will continue to work remotely due to inclement weather.
Payroll entry for biweekly and monthly paid employees is due on 11/10 , please ensure all time entry is reflected according to the aforementioned guidance.
Bi-Weekly Payroll Deadlines
- Tuesday, November 10 – all time and leave must be entered and approved for the October 24 through November 6 pay period
Monthly Payroll Deadlines
- November 5 – all leave and non-exempt salaried time entries must be requested/entered by employees
- November 10 – all time and leave entries must be approved by supervisors
- November 10 – all special leave types, overtime/compensatory time changes, and final approvals must be processed by the Department HR role in each department
Human Resources requests your assistance in complying with a new regulatory requirement for employees who utilized leave under Colorado’s Families First Coronavirus Response Act (FFCRA). CSU is required to report the value of FFCRA leave taken on an employee’s W2. As you may recall, the university utilized a more generous approach to FFCRA and did not limit daily wages as outlined in the law. However, we are required to report on the W2 only up to the appropriate per day limit based upon the reason for leave.
Time off was coded as Emergency Paid Sick Leave (EPSL) in TimeClock Plus both if it was used for the employee’s own health reasons as well as if the time was used to care for others. Under FFCRA, however, the maximum pay was less when caring for others, and we recently learned of the requirement to report each type of leave separately.
Given that both types of EPSL were recorded the same way, HR asks your assistance differentiating the two. If you can identify employees in your department who utilized EPSL sick leave to care for others and on which days (in the event the employee took both types of EPSL) and deliver this information to Nick Cummings, (email@example.com) this will help report accurately on the W2 form. Please continue to email Nick regarding all ESPL days taken for care of others through the end of December.
The behavior of Employee Self-Service (ESS) recently changed for off-campus users. For ESS to function correctly, employees either must be on the campus network itself (using a computer in a physical University location) or using the Pulse Secure VPN. For now, we recommend that ESS not be accessed through secure.colostate.edu, as it results in blank screens for many users trying to update their Direct Deposit, W-4 Form, and other information, particularly when using Chrome. We are hoping this is resolved soon, but please be aware of this current limitation in case your employees are experiencing similar issues. The HR website has been updated to reflect this change.
Also, some employees have reported entering their direct deposit information in ESS but learning later that their bank details are not in the HR system. This often occurs because the employee enters their details and clicks “Continue,” but then closes the browser without first clicking “Submit” in the upper right corner of the screen. An employee will know the submission was accepted by receiving a confirmation email at their CSU email address. Please help your new hires by asking them to carefully follow the directions on our website: https://hr.colostate.edu/current-employees/payroll/direct-deposit/.
Also, a new listserv has been created specifically for invitations to HR Community (formerly “HR Liaison”) meetings and for general announcements to HR employees around the University. To sign up for the listserv, please go to https://hr.colostate.edu/hr-community-and-supervisors/operations/systems-and-access/hrms-users-listserv/ and enter your email address. The HRMS Users listserv will be used more specifically for Oracle HR, TimeClock Plus, and other HR-related system announcements and information. If you would like to be removed from the HRMS Users listserv, please email HR_IS@mail.colostate.edu.
The deadline to apply for the voluntary retirement incentive plan is fast approaching! This program was introduced on June 1 as an opportunity for CSU to reduce salary and wage benefits costs in light of the current budget deficit. The plan is also designed to help preserve the jobs of permanent employees who are not yet eligible to retire.
For an application to be approved, the employee’s retirement must result in a cost savings to the University. Departments will be asked to present a case for why an employee should be approved for the program. Items of consideration include how long the position could be vacant, if the position could be rehired at a lower salary, if the department could implement creative solutions to realign job duties, etc. All of these details will be delivered to the CFO and President to determine if an application should be approved.
Many faculty and staff have expressed interest in the program and Human Resources continues to be available to answer questions. Detailed information about the voluntary retirement incentive plans, including retirement eligibility criteria and the online application, can be found on the HR Website. If you need additional assistance, please email MyHR@colostate.edu.
To those of you that have devoted your professional career to CSU and are considering retirement, we offer our sincere gratitude. We are confident that you have paved the way for the next generation of outstanding CSU faculty and staff to continue your hard work.
Human Resources is seeking candidates for an Information Systems Analyst. The HR Information Systems Analyst full position announcement and instructions on how to apply can be found at https://jobs.colostate.edu/postings/77901.
Please share the information below with anyone who may be interested.
We recently announced to campus that CSU is pleased to share the implementation of a voluntary retirement incentive plan for eligible faculty, administrative professionals and classified staff. Many of our employees have dedicated their professional careers to the University and their collective achievements have helped support the mission and success of CSU. The voluntary retirement incentive plan will provide a substantial and well-earned benefit to eligible employees which helps facilitate the ability to retire earlier than otherwise may be financially possible.
The plans are an opportunity to align the University’s salary costs with revenues in light of the projected budget shortfall. Choosing to participate in the plan must be a voluntary decision. No University supervisor should suggest that an employee should retire, encourage an employee to retire, or give advice regarding retirement options. A supervisor may not attempt to influence or persuade any CSU staff member to retire. Employees who previously announced or submitted paperwork to initiate retirement are not eligible to apply for the voluntary retirement incentive plan.
As leaders and HR colleagues, we are asking you to help ensure conversations with employees who may be eligible for retirement do not include language to compel a colleague to retire, rather, if questions arise, we ask that you direct them to the university Benefits Team to explore their options.
Eligible employees may apply for the plan from June 1, 2020, until June 30, 2020, 5 p.m., MT. The voluntary retirement incentive plan date will be August 31, 2020 or December 31, 2020. All applications must be approved by the review committee, made up of the applicable Dean or Vice President, Provost (for academic units), CFO and President, and will consider derived savings to the University. There is no guarantee that the voluntary retirement incentive plan programs will be offered again.
Please direct all employees with questions about the voluntary retirement incentive plan to Human Resources at 970-491-6947. Visit the HR website for additional information or contact MyHR@colostate.edu.
We’re excited to announce that supervisors of State Classified employees are now able to complete the State Classified Performance Management Training Program ONLINE!
The course is made available through the My Learning Portal by clicking the following link and searching for “Online State Classified Performance Management Training” in the Learning Library.
The online course is strongly encouraged for new supervisors of State Classified employees and available to those supervisors who need a refresher.
The State Classified Performance Management Training Program includes an overview of the following:
- Leading successful coaching and feedback sessions
- Setting effective performance goals
- Rating employees
- Dispute Resolution procedures
In-person training sessions are available for supervisors to attend who may still have questions or would like further discussion.
Supervisors can sign up for the in-person training sessions at the completion of the online course or click the link below and search for “In-Person State Classified Performance Management Training” in the Learning Library.
In-person training sessions
- Wednesday, March 11 2:00-3:30pm, LSC Room 386
- Thursday, March 26 9:00-10:30am, LSC 308-310
- Wednesday, April 15 10:30-12:00pm, LSC 308-310