Staff Relations is responsible for providing advice and assistance to employees and administrators, managers and supervisors on a variety of employee relations issues.
The following are some of the primary areas of service provided by Staff Relations to assist staff with employee relations issues as well as some valuable links.
Please feel free to contact us at (301) 405-0001.
Administering University Policies and Business Rules
Assists departmental administrators and employees in understanding and applying various Board of Regents and UMCP human resources policies and procedures in the areas of wage and salary administration, leave and timekeeping, performance management, discipline, layoff and other employee relations issues.
Collective Bargaining Issues
Represents management in collective bargaining negotiations with bargaining representatives for covered exempt, nonexempt and sworn police officers, and interprets resulting Memoranda of Understanding (MOUs). Trains management on collective bargaining issues such as familiarizing management with MOU provisions and representation rights. Negotiates side agreements, when necessary, with bargaining unit representatives.
Assists management in investigating and evaluating employee conduct for potential discipline. Provides assistance in determining what, if any, discipline may be appropriate and in creating necessary documents. Provides guidance on union employee right to representation during investigations.
Family & Medical Leave Issues
Assists employees and management in applying the provisions of the University’s Family and Medical Leave policy. Interfaces, as necessary, with employees and health care providers to ensure proper application of the policy. Assists in creation of notification letters to employees regarding rights and obligations.
Fitness for Duty Issues
Schedules medical evaluations with qualified health care provider where there are questions regarding whether an employee is fit to perform the duties of his/her job because of existing health issues. Assists in preparing the documents needed to maximize medical reviews. Helps departments understand the information received after the consultation, ensuring appropriate confidentiality, and assists in the implementation of recommendations of the evaluating health care provider (if any). Assists in acute alcohol or drug situations.
Protects management’s interests in the grievance process before and after the filing of a formal grievance. Assists management in formulating their response to grievances (and potential grievances). Represents management in Step II and Step III grievance hearings, preparing testimony, evidence and witnesses and by filing Motions where appropriate.
- BOR Policy VII-8.00 – Policy On Grievances for Nonexempt and Exempt Staff Employees
- REMINDER: BOARD OF REGENTS POLICY REQUIRES THAT A COPY OF ALL GRIEVANCES AND STEP ONE ANSWERS BE SENT TO STAFF RELATIONS AS RECEIVED/ISSUED.
Assists management with the layoff approval process. Calculates points for bumping purposes (nonexempt employees only). Assists administrators and employees in understanding the layoff, recall and re-employment policies. Assists administrators in preparing for meetings with affected employees and communicating with remaining employees about the layoff.
Modified Duty and ADA Requests
Assists managers with employees unable to perform the duties of the job because of illness or injury who make requests for job changes under the Modified Duty policy or under the Americans with Disabilities Act (ADA). Ensures proper application of standards and assists in the creation of necessary documents.