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Effective: 9/1/2015 Last Reviewed/Updated: New Policy, Reason for Policy, The Fee Waiver Policy will replace the current practice of freezing UMass curriculum/operating fees for spouses and dependents at the 2008-2009 levels. This plan, which is effective Fall 2015 semester, does not change the Board of Trustees System wide Tuition Waiver Policy for Higher Education currently in effect, nor does it reduce any benefits employees are entitled to under any current…, Definitions, “Dependents” or “Dependent child/children”, shall mean any natural, adopted or step child who is claimed as a dependent on the eligible employee’s Federal Tax Return for the tax year immediately preceding enrollment. In addition, dependents must be under the age of 26 to be considered and remain eligible for this benefit and meet the IRS standards of dependency., “Spouse”, shall mean an individual legally married to a University employee., “Applicable fees”, for which this waiver applies are the University’s undergraduate Curriculum/Operating fees., “Part-time”, shall be defined as a regular schedule of at least half-time the normal number of hours for that position (but less than full –time). Individuals must be eligible for benefits under the terms of a collective bargaining agreement or personnel policies., “Tuition retention”, shall be defined as a provision in the FY16 state budget that was signed into law by Governor Baker on July 17, 2015. Tuition retention becomes effective beginning in the 2016-2017 school year. Under this new law, the University will essentially keep the tuition it collects from students who are residents of the state, rather than remit it to the state treasury., Specific Provisions of the Policy, This plan covers eligible full and part-time undergraduate students only who enroll at any of the UMass campuses, as described below. Spouses and Dependents of full-time benefited employees are eligible for a waiver in the semester following the completion of two years of full-time equivalent benefited service at any of the UMass Campuses or UMass System Office. Spouses and Dependents of Part-…, Other Benefits Not Impacted by This Policy, A. Curriculum/Operating Fees for UMass Employees, Curriculum/operating fee benefits that the campuses currently have in place today for UMass employees themselves, who meet eligibility and admission requirements as defined by the campuses and are enrolled in courses offered by the University, will remain in place., B. Tuition Waivers for Courses at the University of Massachusetts, Tuition waivers for regularly scheduled courses excluding Continuing and Professional Education courses, as defined by the campus, are as follows: Full-time benefited employees, their spouses, domestic partners (1) and unmarried dependent children (through age 25) meeting eligibility and admission requirements will receive a 100% tuition waiver per semester for regularly scheduled undergraduate…, C. Tuition Waivers for Courses at Other Massachusetts State Institutions of Higher Education, UMass employees are eligible for tuition waiver for courses offered at any Massachusetts Public Higher Education College. Full-time employees, their spouses and unmarried dependent children (through age 25) meeting eligibility and admission requirements will, after six (6) months of continuous service, receive 100% tuition waiver for regularly scheduled courses and 50% tuition waiver for…
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Effective: Immediately Responsible Office: Office of Human Resources Last Reviewed/Updated: New The University of Massachusetts, President’s Office strives to be a model community where all staff feel appreciated, respected, connected, valued and engaged with the larger life of the workplace and beyond. In creating a diverse and inclusive environment for all, the President’s Office provides…
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Establishes the guidance for implementation of the MA Domestic Violence Leave Law Responsible Office: Office of Human Resources Last Reviewed/Updated: NEW GUIDANCE, Introduction, Under G.L. c. 149, s. 52E, “An Act Relative to Domestic Violence” (the “Act”), the University is required to provide up to fifteen (15) days of job-protected leave (paid or unpaid) each calendar year, to qualifying employees who are victims of domestic violence. The Act was signed into law on August 8, 2014, and became effective immediately. The Act creates new employment protections for both…, Definitions, Employee., An individual who performs services for and under the control and direction of an employer for wages or other remuneration. , Family Member., Defined in the statute as a parent, stepparent, child, step-child, sibling, grandparent or grandchild; a married spouse; persons in a substantive dating or engagement relationship and who reside together; persons having a child in common regardless of whether they have ever married or resided together; or persons in a guardianship relationship., Domestic Violence., The Act defines “domestic violence” as abuse against an employer or the employee’s family member by: a current or former spouse of the employee or the employee’s family member; a person with whom the employee or the employee’s family member shares a child in common; a person who is cohabitating with or has cohabitated with the employee or the employee’s family member; a person who is related by…, Abuse., The Act’s definitions of “abuse” is broadly defined as: attempting to cause or causing physical harm; placing another in fear of imminent serious physical harm; causing another to engage involuntarily in sexual relations by force; threat or duress or engaging or threatening to engage in sexual activity with a dependent child; engaging in mental abuse, which includes threats, intimidation or acts…, Abusive behavior., Any behavior constituting domestic violence, including stalking, sexual assault, or kidnapping under Massachusetts law., Applicability, An employee who is a victim, or an employee who has a family member who is a victim of abusive behavior, is eligible for leave. Covered family members include the employee’s spouse, parent, stepparent, child, stepchild, sibling, grandparent, and grandchild. The Act specifically notes that perpetrators of domestic violence are not entitled to leave., Compensation, All employees who are entitled to paid vacation time, sick days or personal days, will be paid for time taken under domestic violence leave, and must exhaust this paid time prior to taking unpaid leave. This guidance does not supersede or replace any benefits or privileges that are provided to employees under their respective collective bargaining agreements. Time off under the Act may run…, Leave Availability, If an employee has suffered abusive behavior, or has a family member who is the victim of abusive behavior, the employee may take leave from work for purposes related to the abuse, such as: obtaining medical attention or counseling; obtaining legal help; meeting with law enforcement or a district attorney; securing housing; securing an order of protection form a court; attending child custody…, University Notification, The University must notify each employee of his or her rights and responsibilities under the Act. This guidance, along with the Domestic Violence and Abusive Situation Poster, shall satisfy notification requirements for the University., Employee Notification, Employees are required to give notice of leave taken pursuant to the Act, except where there is a threat of imminent danger to the health and safety of the employee or the employee’s covered family member. Employees must provide appropriate notice to their immediate supervisor and/or the Assistant Director of Human Resources in advance of their need for leave. In cases of imminent danger to the…, Required Documentation, Employees are required to provide documentation to support a leave request under the Act, unless there is a threat of imminent danger. Valid documentation that will support leave under the Act includes: a restraining order or other documentation of equitable relief issued by a court of competent jurisdiction; a police record documenting the abuse; documentation that the perpetrator of the abuse…, Confidentiality Requirements, All documentation must be provided to the applicable campus Human Resources Office and will be kept confidential. Documentation shall not be disclosed unless requested by or consented to in writing by the employee; ordered to be released by a court; or otherwise required by applicable state or federal law. Additionally, the campus Human Resources Office will only retain this documentation for as…, Employment Protections, The University cannot discharge, or in any other manner, discriminate against an employee for exercising the employee’s rights under the Act. Upon the employee’s return from such leave, the employee is entitled to restoration to the employee’s original job or to an equivalent position. If an unscheduled absence occurs, the University shall not take any negative action against the employee if,…
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Effective: 8/19/16 Responsible Office: Office of Human Resources Last Reviewed/Updated: Revision to Ten Days of Paid Family Leave Policy, Introduction, In order to assist and support new parents with balancing work and family matters, the UMass President’s Office is providing Paid Parental Leave (PPL). These guidelines provide eligible employees with a period of paid time off for activities related to the care and well-being of their newborn or adopted child., Definitions, Parent, - An eligible parent is defined as a birth mother, spouse, domestic partner, or a new adoptive parent who is the primary caregiver. An individual that adopts a spouse’s or partner's child(ren) is not eligible for this benefit. , Primary Caregiver, - A primary caregiver is defined as someone who has primary responsibility for the care of a child through birth or adoption., FMLA, - Family Medical Leave Act of 1993 entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave., MMLA, - Mass Maternity Law Act (also known as Parental Leave) applies to all parents, men and women, whose employers have six or more employees. Under the law, parents are eligible for 8 weeks of unpaid leave per child for the purpose of giving birth or for the placement of a child under the age of 18, or under the age of 23 if the child is mentally or physically disabled, for adoption., Benefit, An eligible employee shall receive his/her salary for ten (10) days following the birth or adoption of a child. The ten (10) days of paid parental leave granted under this section may be used on an intermittent basis over the twelve (12) months following the birth or adoption except that this leave may not be charged in increments of less than one (1) day. Where an eligible employee and his/her…, Eligibility, Employees that have been employed by the University for at least three (3) consecutive months are eligible for the Paid Parental Leave. When employees have met the eligibility standards for FMLA and MMLA and request to use PPL, the leaves will run concurrently. PPL will be used to maintain the employee in paid status. PPL leave time directly reduces the employee's FMLA and MMLA balance, thereby…, Employee Responsibility, When use of leave is anticipated, the employee must consult with his/her supervisor and provide written notice to the supervisor, division head and the Office of Human Resources as far in advance as possible. Ordinarily, in the case of a birth, this is no later than four months before the estimated due date. For other events, such as adoption, this is ordinarily 30 days’ advance notice when the…, Supervisor Responsibility, Ensure that the Office of Human Resources is notified of the impending leave. Manage leave requests effectively to provide flexibility for individuals to use the leave when appropriate, while balancing remaining workloads within the department.
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Policy Number: T10-088 Functional Area: HUMAN RESOURCES Brief Description: Revised Administrative Standards Effective:April 16, 2019 Responsible Office: Senior Vice President for Administration and Finance & Treasurer Last Reviewed/Updated: April 23, 2025, Reason for Policy:, The purpose of this Policy is to establish the University’s commitment to providing a safe and secure environment that is supported by qualified employees for all of its students, faculty, staff, and residents to carry out the University's teaching, research, and public service missions., I. Policy Statement., The University of Massachusetts is committed to providing a safe and secure environment that is supported by qualified employees for all of its students, faculty, staff, and residents to carry out the University's teaching, research, and public service missions. As a condition of employment, the University will conduct appropriate background reviews for all new hires. This policy will be…, Administrative Standards for the University of Massachusetts Policy on Employee Background Checks , (Doc. T10-088) The following administrative standards are issued pursuant to the University of Massachusetts Policy on Employee Background Reviews (Doc. T10-088). Subject to these administrative standards, the Chancellors shall develop and promulgate detailed campus procedures for the conduct of employee background reviews. The below administrative standards are effective as of April, 16, 2019.…
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All users of consumer reports must comply with all applicable regulations, including regulations promulgated after this notice was first prescribed in 2004. Information about applicable regulations currently in effect can be found at the Consumer Financial Protection Bureau’s website ., Notice to Users of Consumer Reports: Obligations of Users Under the FCRA, The Fair Credit Reporting Act (FCRA), 15 U.S.C. §1681-1681y, requires that this notice be provided to inform users of consumer reports of their legal obligations. State law may impose additional requirements. The text of the FCRA is set forth in full at the Bureau of Consumer Financial Protection’s website . At the end of this document is a list of United States Code citations for the FCRA. Other…, Before, taking an adverse action, the user must provide a copy of the report to the consumer as well as the summary of consumer’s rights (The user should receive this summary from the CRA.) A Section 615(a) adverse action notice should be sent after the adverse action is taken. An adverse action notice also is required in employment situations if credit information (other than transactions and experience…, Citations, Citations for FCRA sections in the U.S. Code, 15 U.S.C. § 1618 et seq.: Section 603 15 U.S.C. 1681, 15 U.S.C. 1681a Section 604 15 U.S.C. 1681b Section 605 15 U.S.C. 1681c Section 605A 15 U.S.C. 1681c-1 Section 605B 15 U.S.C. 1681c-2 Section 606 15 U.S.C. 1681d Section 607 15 U.S.C. 1681e Section 608 15 U.S.C. 1681f Section 609 15 U.S.C. 1681g Section 610 15 U.S.C. 1681h Section 611 15 U.S.C.…
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FCRA Administration Program, At End-User’s request, End-user may elect to have CSI administer pre-adverse and adverse action letters. End-user acknowledges that at all times, complying with the adverse action requirements under the FCRA are solely the responsibility of the End-User, regardless of its participation in the FCRA Administrative Program. Based on program enrollment in writing, CSI will manage the administration…, FCRA Administration Program End-User Requirements:, End-user must provide an electronic copy of their logo for creation of pre-adverse and adverse action letters. End-user must notify CSI to request distribution of pre-adverse and adverse action letters to consumer. End-user must notify CSI to request distribution of adverse action letter after receiving the results of a reinvestigation if End-user still intends to take adverse action against the…, FCRA Administration Program Process:, End-user notifies CSI of pre-adverse action via email at compliance@creativeservices.com End-user receives email confirmation that request was received and will be processed within three (3) business days. CSI sends consumer (i) Pre-adverse action letter; (ii) Copy of consumer report; (iii) FCRA Summary of Rights; and (iv) State Specific Summary of Rights/Notices (if applicable). CSI sends an…
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DCJIS Model CORI Policy, This policy is applicable to the criminal history screening of prospective and current employees, subcontractors, vendors, volunteers and interns, professional licensing applicants, rental or leased housing applicants, and state, county, and municipal employees and applicants as those terms are defined in M.G.L.c.268,§1. Where Criminal Offender Record Information (CORI) and other criminal history…
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Effective: Immediately Responsible Office: Human Resources, I. Reason, The purpose of these guidelines is to identify workplace, organizational or human resources factors that have contributed to an employee's decision to leave employment; to enable the University to identify any trends requiring attention or any opportunities for improving the University's ability to respond to employee issues; and to allow the University to improve and continue to develop…, II. Scope, These guidelines apply to all UMSO departments and all benefitted employees. The Office of Human Resources will conduct exit interviews with employees, once the employee-confirmed departure date is determined., III. Procedure, The designated human resources representative will contact the employee in writing, inviting him/her to attend an exit interview at a mutually convenient time. The exit interview should take place as soon as possible after the Office of Human Resources has received the confirmed departure date. The employee will be asked a standard set of questions and given a chance to discuss any concerns they…, IV. Voluntary Participation And Confidentiality, Employees are responsible for participating in the exit interview process on a voluntary basis. If an employee chooses to participate in an exit interview, he/she will be encouraged to be honest, candid, and constructive in his/her responses. The information received through exit interviews will be kept in a confidential manner and only shared on a need to know basis., V. Reporting, The information will be analyzed regularly by the Office of Human Resources to identify areas or determine trends that need be addressed. Periodically, the Office of Human Resources will share their analysis and recommendations with designated members of the staff and/or management team. The analysis and review will include the following: appropriate statistical information regarding the number…, VI. Related Documents, Exit Questionnaire Exit Checklist
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