HR News for You!

University Holidays in Workday

We are almost in the last quarter of 2024 with Time and Absences in Workday. It is vital all University Holidays used are entered into Workday before the beginning of Holiday breaks.

The University Holidays listed below should have already been entered into Workday. If not, review the following days to ensure accuracy.

New Year- January 1, 2024
Martin Luther King- January 15, 2024
In lieu of President Day/Daisy Bates- March 22, 2024
Memorial Day- May 27, 2024
Independent Day- July 4, 2024
Labor Day- September 2, 2024

If you have any questions, please do not hesitate to contact Human Resources at 870-575-8863 or 870-575-8402

New Procedures for Manual Payments Coming Soon!

Effective August 16, 2024, the Payroll Office is implementing a new procedure for processing manual payments. Please read the latest updates here.

Fair Labor Standards Act – Effective July 1, 2024

There are significant changes in our labor standards and timekeeping procedures, effective July 1, 2024. These changes are in response to the recent Fair Labor Standards Act (FLSA) updates.

The Department of Labor has revised the minimum salary threshold for exempt employees. As of July 1, 2024, the new minimum threshold will be $844 per week or $43,888.00 annually. The new minimum threshold means that those white-collar employees (i.e., those who meet the tests for executive, administrative, or professional status) who make less than the new salary thresholds will need to be deemed non-exempt, have their time tracked and will be entitled to premium 1.5x overtime (compensable in wages or comp time). The University of Arkansas at Pine Bluff has determined that our employees will accrue compensatory time and use the earned time as leave at a later date.

Impact on Employees

Exempt Employees:
- If your salary meets or exceeds the new threshold, your status will remain exempt, and your current timekeeping requirements will remain the same.
Non-Exempt Employees:
- Employees whose salaries fall below the new threshold will now become non-exempt and eligible to accrue compensatory time.
- To accurately track hours worked, all non-exempt employees will be required to clock in and out using Workday.
- You must clock in at the start of your workday and out at the end.
- Additionally, you must clock out and back in for your lunch break.
- Please clock in and out accurately to avoid discrepancies in your pay and potential disciplinary action.

Employees whose status changes from exempt to non-exempt will continue to accrue annual leave at their current rate.

We understand that these changes may require some adjustment, and we appreciate your cooperation and understanding as we implement these new standards. We aim to ensure compliance with federal regulations while maintaining a fair and equitable work environment for all employees.

If you have any questions or concerns, please do not hesitate to contact the HR department at (870) 575-8402.

ALL UNIVERSITY MEDICAL ENROLLEES: Health Premium Rate Increases

There will be a 2% increase in the health monthly premiums effective July 1, 2024, for twelve-month employees and September 1, 2024, for nine-month employees.

The increase will be for the employees’ contribution only at this time. The premium rates are located on HR’s Benefits page, click on Premium Rates, https://uapb.edu/administration/finance-administration/human-resources/benefits/benefits-rates/ .

Also, for more information about all the University’s benefits visit www.uasys.edu/benefits and select your campus. If you have any questions, please do not hesitate to contact me at 870-575-8863 or hunterc@uapb.edu.

New Parental Leave Plan

New Board Policy: Paid Parental Leave, Effective July 1, 2024, Board Policy 420.2

In May 2024 the University Board of Trustees approved five changes in employee paid leave benefits to be effective on July 1, 2024, and 2025. The approved proposals were developed by a committee of campus representatives from across the System, benefits survey information, and input from the University’s benefits consulting service. The changes include leave benefits that employees have requested and were consistent with the University’s overall approach in structuring the benefits programs to provide useful, sustainable, and competitive programs for employees.

The complete leave policy documents are available on the University System website at https://uasys.edu/policies/board-policies/.

Policy Summary

Paid Parental Leave, Effective July 1, 2024, Board Policy 420.2

Paid Parental Leave provides eligible University employees with up to six weeks of paid leave for birth, adoption, or foster placement of a child. During the period of approved Parental Leave your base salary and benefits will continue without interruption. The benefit is available to eligible employees who are a birth, adoptive, or foster parent, and to employees who are the legal spouse of the birth, adoptive, or foster parent. When both parents are employees eligible for paid Parental Leave, the paid leave availability is limited to a combined total of six weeks. The six weeks will be shared between the employees in the manner they choose. Parental Leave may begin no earlier than the date of birth, adoption, or foster placement and must be completed no later than 12 months following the birth, adoption, or foster placement. For adoption and foster placement, parental Leave is available for children under 18 years of age.

TIAA

Plan your financial future. Schedule a meeting with our TIAA representatives. Learn more.

August Webinar Series
See this month’s schedule of webinar opportunities.

Quarterly Webinar Summaries

Explore financial learning opportunities for the Q3! View third quarter webinar schedule.

If you have questions, please contact us:
Human Resource Department
1200 North University Drive | Mail Slot 4942
Pine Bluff, AR 71601
Office #: 870.575.8400 | Fax #: 870.575.4653/465
Mon – Fri | 8:00 a.m. – 5:00 p.m. | Administration Building, Room 205

HR News and Updates!