The Equal Employment Opportunity Commission (EEOC) released final regulations under the PWFA. The new regulations take effect June 18, 2024. This article summarizes many of the changes. Please contact the DRC or the ELR team with specific employee situations requiring guidance.
Reference article summarizes changes to regulations.
We will post the following information on the OHR site today.
During the 2024 Legislative session, several changes were made to The Public Employment Labor Relations Act (PELRA) that specifically impact the University and go into effect on July 1, 2024. The changes include:
- The expansion of the definition of a public employee.
- Employee groups represented by the same or different unions may now participate in joint bargaining.
- The deletion of Civil Service (Unit 12), Civil Service Supervisors (Unit 13), P&A (Unit 11), and Twin Cities faculty (Unit 8) as mandated bargaining units.
- The ability for groups of employees to petition the Bureau of Mediation Services (BMS) to determine appropriate units for future bargaining.
Employees in deleted PELRA units will continue to be governed by existing Civil Service Rules, P&A Policies, and Tenure Code. The terms and conditions of their appointments remain unchanged.
The legislation is available online with the relevant information beginning in Article 8
PELRA updates that will impact the University.
The Minnesota Legislature passed changes to the Public Employee Labor Relations Act (PELRA) on May 19, 2024. The changes can be found starting on page 720 of the super omnibus bill. These updates take effect on July 1, 2024. We are working with the Office of the General Counsel to understand the impact of the changes on employees and OHR. We will provide updates in the weeks ahead.
Blog includes access to omnibus bill.
Take a moment to review the new Professional and Administrative Employee Group (P&A) resources on the OHR website. The page contains links to commonly referenced policies affecting P&As as well as guidance and procedures that impact this employee group. Of note, you can also review the Guidelines for Non-Renewal of P&A Employees and Planning for a Non-Renewal Meeting on the site.
New page includes commonly referenced policies.
As the work continues in the Performance Appraisal Tool (PAT) upgrade, please wrap up use in the existing platform by the end of June. Supervisor access to edit evaluations ends at that time. During July and August, supervisors will still be able to view evaluations. Previous evaluations and goals will not be moved to the new platform but will automatically move to the University personnel files with no action needed by supervisors. Please note, while the old platform is still accessible, supervisors and employees will need to manually transfer goals from the outdated platform to the modernized version if they are still applicable.
Action: If you have not already done so, please share your PAT implementation timeline and how many people use the tool in your college/unit through this two-question survey. The information provided will help the team align support for the PAT migration. Thank you in advance.
Fill out quick two-question survey.
This training is designed to equip HR community participants with important information about understanding union grievances and the processes at the University of Minnesota.
The following topics will be covered:
The trainings are offered on the following days:
Training provides procedures and best practices.
This training is designed to equip HR community participants with important information about understanding and supervising in a union environment at the University of Minnesota.
The following topics will be covered:
The trainings are offered on the following days:
Topics include PELRA, union basics, obligations and rights, and coaching and corrective action.
This training covers important information about the University's approach to corrective action, fundamentals of effective performance management and feedback, corrective action for probationary and continuing employees, just cause and due process basics, the specific corrective action steps for each employee group, documentation, and channels for disputing corrective action.
The trainings are offered on the following days:
Sessions in early June.
HR at the U is an opportunity for NEW HR practitioners to gain an understanding of HR policies, principles, and practices at the University of Minnesota as well as network with other HR professionals from across the system.
The training will consist of two half-day sessions held in person in Donhowe, room 210 (participants are asked to attend both days):
Training highlights the HR policies, principles, and practices at the University.
Take a moment to review the new Professional and Administrative Employees (P&A) resources on the OHR website. The page contains links to commonly referenced policies affecting P&As as well as guidance and procedures that impact this employee group. Of note, you can also review the Guidelines for Non-Renewal of P&A Employees and Planning for a Non-Renewal Meeting on the site.
New P&A webpage centralizes policy information.