HUMAN HUMAN RESOURCESRESOURCESSUPERVISOR SUPERVISOR

SERIESSERIES

Athabasca University, AUGC Chamber Athabasca University, AUGC Chamber May 8, 2003May 8, 2003

This presentation is This presentation is targeted attargeted at

Supervisors and Supervisors and ManagersManagers

Of AUPE Staff MembersOf AUPE Staff Members

HR Supervisor SeriesHR Supervisor Series

• ObjectivesObjectives– Inform current supervisorsInform current supervisors– Orient new supervisors Orient new supervisors – Make information available on the Make information available on the

IntranetIntranet– This session was offered May 5 and 6, This session was offered May 5 and 6,

2003 in Athabasca, and May 8 in St. 2003 in Athabasca, and May 8 in St. Albert at the Centre for Innovative Albert at the Centre for Innovative Management.Management.

ObjectivesObjectives• Provide an overview of the AUPE-AUGC Provide an overview of the AUPE-AUGC

collective agreement (referred to as the collective agreement (referred to as the Agreement throughout the presentation) and Agreement throughout the presentation) and related policies and practices.related policies and practices.

• Identify the activities and responsibilities of Identify the activities and responsibilities of Human Resources.Human Resources.

• Identify the responsibilities of Identify the responsibilities of managers/supervisors under the Agreement managers/supervisors under the Agreement and related HR policiesand related HR policies

• Enable managers and supervisors to refer to Enable managers and supervisors to refer to and correctly apply the Agreement and HR and correctly apply the Agreement and HR policies in a variety of different circumstances.policies in a variety of different circumstances.

HR responsibilitiesHR responsibilities• Recruitment and retentionRecruitment and retention• Payroll and benefitsPayroll and benefits• Learning and organizational developmentLearning and organizational development• Identify internal and external Identify internal and external

developments (trends in employment, developments (trends in employment, legislation)legislation)

• Provide feedback and approval for Provide feedback and approval for stakeholdersstakeholders

• Advice to staff members and supervisorsAdvice to staff members and supervisors– CoachingCoaching– Problem solvingProblem solving

HR contact list on the IntranetHR Contact List

HR responsibilitiesHR responsibilities

• In relation to the AUPE Collective In relation to the AUPE Collective AgreementAgreement– InterpretationInterpretation– NegotiationNegotiation– AdministrationAdministration– Advice/GuidanceAdvice/Guidance– Union LiaisonUnion Liaison– Acts on behalf of the EmployerActs on behalf of the Employer

Manager/Supervisor Manager/Supervisor ResponsibilitiesResponsibilities

• Familiarize yourself with the Familiarize yourself with the – AUPE collective agreementAUPE collective agreement– HR policies and proceduresHR policies and procedures

• Apply the Agreement and policies Apply the Agreement and policies consistently and accuratelyconsistently and accurately

• Provide HR suggestions for Provide HR suggestions for improvement and feedback on improvement and feedback on proposed policies/agreement clausesproposed policies/agreement clauses

• Contact Human Resources for Contact Human Resources for advice/guidance if unclearadvice/guidance if unclear

AUPE Collective Agreement

• The AUPE-AUGC Collective Agreement The AUPE-AUGC Collective Agreement is an agreement between the Alberta is an agreement between the Alberta Union of Public Employees on behalf of Union of Public Employees on behalf of Local 069 and Athabasca University Local 069 and Athabasca University Governing Council. It is binding on both Governing Council. It is binding on both parties.parties.

• AUPE provincial headquarters has AUPE provincial headquarters has authority to act under the Agreement on authority to act under the Agreement on behalf of Local 069.behalf of Local 069.

• Local 069 includes all AU support staff. Local 069 includes all AU support staff. Article 2.02 and the Public Service Employee Article 2.02 and the Public Service Employee Relations Act identify exemptions.Relations Act identify exemptions.

Public Service Employee Relations ActPublic Service Employee Relations Act

• Union membership is voluntary (agreement Union membership is voluntary (agreement applies regardless). Dues are mandatory.applies regardless). Dues are mandatory.

• AUPE is the sole bargaining agent – this AUPE is the sole bargaining agent – this means supervisors or managers can’t make means supervisors or managers can’t make side deals with an individual or group of side deals with an individual or group of employees.employees.

AUPE AgreementAUPE Agreement

Some changes that you should become Some changes that you should become familiar with:familiar with:

•Performance Management •Article 22 – Vacation•Article 25 – Special Leave•Article 9 – Probationary and Trial Period•Article 8 – Salaries and Salary Increments

AUPE AgreementAUPE Agreement

Performance Performance ManagementManagement

(Article 34)(Article 34)• TimingTiming– Agreement requires annual assessment Agreement requires annual assessment

(completed in June) for merit process(completed in June) for merit process– Suggest performance management needs Suggest performance management needs

quarterly or bi-annual updatesquarterly or bi-annual updates

• ConsiderConsider– Department goalsDepartment goals– How long incumbent has been in positionHow long incumbent has been in position– Base on job descriptions/classificationBase on job descriptions/classification

• ComponentsComponents– Work PlanWork Plan

• Focus on results and behavioursFocus on results and behaviours• Set goalsSet goals

– Learning PlanLearning Plan

Performance Performance ManagementManagement

New for this year!New for this year!8.028.02 “The Employer may award additional “The Employer may award additional

increments at the time of the annual performance increments at the time of the annual performance assessment to recognize assessment to recognize sustained exceptional sustained exceptional performanceperformance and/or and/or significant educational significant educational upgradingupgrading. The Executive Officer’s decision . The Executive Officer’s decision regarding such award shall be final and binding.”regarding such award shall be final and binding.”

• Two elements that could earn extra Two elements that could earn extra merit awards:merit awards:

– Sustained exceptional performanceSustained exceptional performance– Significant educational upgrading Significant educational upgrading

Performance Management-Performance Management-Significant Educational Significant Educational

UpgradingUpgrading““The appropriate Executive Officer, after review by the The appropriate Executive Officer, after review by the Executive Group, will approve AUPE staff submissions Executive Group, will approve AUPE staff submissions for an educational upgrading merit step based on for an educational upgrading merit step based on successful completion of a postsecondary certificate, successful completion of a postsecondary certificate, diploma, or degree from a recognized professional diploma, or degree from a recognized professional association or educational organization during the association or educational organization during the previous year and directly related to work performed at previous year and directly related to work performed at AU. Certificates must consist of multiple courses and AU. Certificates must consist of multiple courses and have an examination process. The specific educational have an examination process. The specific educational upgrading is included in an approved employee upgrading is included in an approved employee Learning Plan.”Learning Plan.”

•Linked to learning plans in future years.Linked to learning plans in future years.

Performance Performance ManagementManagement

• 5-point scale5-point scale5. Outstanding: approved by appropriate 5. Outstanding: approved by appropriate

Executive Officer after review by Executive Officer after review by Executive Group - Extra merit awardedExecutive Group - Extra merit awarded

4. Superior: Merit given4. Superior: Merit given

3. Fully Satisfactory: Work goals and 3. Fully Satisfactory: Work goals and competency expectations are set at this competency expectations are set at this level. Merit givenlevel. Merit given

2. Marginal: Merit withheld. 2. Marginal: Merit withheld. Improvement plan leads to merit reviewImprovement plan leads to merit review

1. Not acceptable: Merit withheld1. Not acceptable: Merit withheld

Performance Performance ManagementManagement

• Filed in personnel fileFiled in personnel file• Annual update of process available Annual update of process available

in Mayin May• Applicable HR Policies and Applicable HR Policies and

Procedures:Procedures:Position Descriptions & Classification Review Position Descriptions & Classification Review Policy Performance Assessment - AUPE Support Policy Performance Assessment - AUPE Support Staff PolicyStaff Policy

Performance Rating Guide for AUPE Support Performance Rating Guide for AUPE Support StaffStaff

Employee TypesEmployee TypesThree main employee types:Three main employee types:

• CasualCasual• TemporaryTemporary• PermanentPermanent

Terms and conditions of employment Terms and conditions of employment vary for each: benefits and leaves are vary for each: benefits and leaves are prorated for part-time employeesprorated for part-time employees

Employee TypesEmployee Types

• Supervisors should be familiar with the Supervisors should be familiar with the status of their employees and their terms status of their employees and their terms and conditions of employment. For help in and conditions of employment. For help in this area, contact:this area, contact:Employment Services Assistant

• Have questions on employee types or their Have questions on employee types or their conditions of employment? Contact Labour conditions of employment? Contact Labour Relations or Employment ServicesRelations or Employment ServicesCoordinator,Coordinator, Labour Labour Relations Relations

Coordinator, Employment ServicesCoordinator, Employment Services

Casual EmployeesCasual EmployeesTwo TypesTwo Types

• Work on a call-in (sporadic) basis;

OR• Work on an overload basis

not to exceed three months

Work less than 14 hours, some or all weeks (no predetermined work

schedule), or whose hours and/or days worked fluctuate each pay period.• May be extended for a specified

term indefinitely and the position remains casual.

Casual EmployeesCasual EmployeesCall-InCall-In

Should work a minimum of 14 hours per week with a predetermined biweekly work schedule (the same number of hours and same days).

• Overload casual employees remain casual for up to three months at which time they convert to temporary if their terms are extended.

Casual EmployeesCasual EmployeesOverloadOverload

Casual EmployeesCasual EmployeesTerms & Conditions of Terms & Conditions of

EmploymentEmployment• Article 2.05 lists the articles that do

not apply to casual employees

• Some articles apply but contain specific provisions for casual employees, e.g., articles 2.06, 8.02, 10.04, 11.04, 21.02

• Occupy temporary positions that Occupy temporary positions that have a specified termhave a specified term

• May be subject to a trial periodMay be subject to a trial period• Three types of temporary positions:Three types of temporary positions:

- Project- Project- Leave replacement- Leave replacement

- Temporary- Temporary

Temporary EmployeesTemporary Employees

Temporary Employees-Temporary Employees-ProjectProject

Requires funding to be cost recovery Requires funding to be cost recovery or from a source other than the or from a source other than the University’s base operating budget.University’s base operating budget.

• Project positions may be Project positions may be extended for a specified term extended for a specified term indefinitely and the position indefinitely and the position remains temporary.remains temporary.

Temporarily replaces an employee Temporarily replaces an employee who is on approved leave of absence who is on approved leave of absence (maternity leave, long-term disability).(maternity leave, long-term disability).

Temporary EmployeesTemporary EmployeesLeave ReplacementLeave Replacement

• Leave replacement positions may Leave replacement positions may be extended indefinitely for a be extended indefinitely for a specified term and the position specified term and the position remains temporary.remains temporary.

Any temporary position that is not Any temporary position that is not Project or Leave Replacement Project or Leave Replacement position. position.

Temporary EmployeesTemporary EmployeesTemporaryTemporary

• In this category, a temporary In this category, a temporary employee becomes permanent employee becomes permanent after 24 months in the same after 24 months in the same position.position.

So Don’t Scrimp on QualificationsSo Don’t Scrimp on Qualifications• HR notifies the supervisor of this HR notifies the supervisor of this

at 18 months. This is a critical at 18 months. This is a critical review point.review point.

Terms and Conditions for Terms and Conditions for Temporary EmployeesTemporary Employees

• Article 2.03 lists the articles that do not Article 2.03 lists the articles that do not apply to temporary employeesapply to temporary employees

• Some articles apply but have specific Some articles apply but have specific provisions for temporary employees, provisions for temporary employees, (Article 11.02)(Article 11.02)

• Terms and conditions may vary depending Terms and conditions may vary depending on whether the temporary employee has on whether the temporary employee has 12 months or less service, or more than 12 12 months or less service, or more than 12 months service, (Articles 2.06, 22.09, months service, (Articles 2.06, 22.09, 29.02, 29.03)29.02, 29.03)

Permanent EmployeesPermanent Employees

• Occupy permanent positionsOccupy permanent positions• May be temporarily assigned to May be temporarily assigned to

a non-permanent position (for a non-permanent position (for example, secondment)example, secondment)

• Subject to a probation periodSubject to a probation period

Permanent Employees Permanent Employees Terms and Conditions of Terms and Conditions of

EmploymentEmployment• All articles applyAll articles apply• Length of service is a factor when Length of service is a factor when

applying some articles, for applying some articles, for example:example:– Article 22 VacationArticle 22 Vacation– Article 23 Sick LeaveArticle 23 Sick Leave– Performance ManagementPerformance Management– LeavesLeaves

• Articles 26 - Maternity, Parental Leave Articles 26 - Maternity, Parental Leave and Adoption Leaveand Adoption Leave

• Article 27 - Court LeaveArticle 27 - Court Leave• Article 28 - Leave without payArticle 28 - Leave without pay

VacationVacation(Article 22)(Article 22)

• Plan/schedule with Staff MemberPlan/schedule with Staff Member

• Ensure vacation leave taken as scheduledEnsure vacation leave taken as scheduledLimit carryover to 10 days – Over 10 days Limit carryover to 10 days – Over 10 days

scheduleschedule

Carryover > 10 days must be requested before Carryover > 10 days must be requested before Sept. 1Sept. 1

All carryover must be approvedAll carryover must be approved

Schedule NOW!Schedule NOW!

• Vacation cannot be lost, but University Vacation cannot be lost, but University can schedule vacationcan schedule vacation

• Vacation is a financial liabilityVacation is a financial liabilityUniversity does not want to pay outUniversity does not want to pay outEncourage less carryoverEncourage less carryover

• Use the appropriate formUse the appropriate form

• Vacation must be used before LWOP can Vacation must be used before LWOP can be requestedbe requested

VacationVacation(Article 22)(Article 22)

LeavesLeaves• Paid HolidaysPaid Holidays

– Statutory HolidaysStatutory Holidays– Float DaysFloat Days– Summer StatSummer Stat

• Vacation - number of days depends on Vacation - number of days depends on length of continuous service, casuals length of continuous service, casuals and temporary 12 months or less – 6% and temporary 12 months or less – 6% vacation pay, still eligible for leave vacation pay, still eligible for leave carryover (Leasa or Lorene), carryover (Leasa or Lorene),

• Leaves applied for and approved in Leaves applied for and approved in advanceadvance

• Use the leave request formUse the leave request form• Sick Leave – casual, general, short- Sick Leave – casual, general, short-

long-term disabilitylong-term disability– Requirement for doctor’s noteRequirement for doctor’s note

• Ability managementAbility management• Applicable HR Policies:Applicable HR Policies:

Vacation Leave - Scheduling, Approval & Carryover PoliVacation Leave - Scheduling, Approval & Carryover Policycy

Time Off For Religious Holidays PolicyTime Off For Religious Holidays Policy

LeavesLeaves

Leave ReportingLeave Reporting

• Understand leave codesUnderstand leave codes– Use the right code. It affects leave balances Use the right code. It affects leave balances

and benefit entitlements.and benefit entitlements.

• Review entitlements prior to approving Review entitlements prior to approving a leavea leave

• Monitor leave balances using reports Monitor leave balances using reports provided by HR to each departmentprovided by HR to each department– Ensure days recorded and submitted to HREnsure days recorded and submitted to HR

Special LeaveSpecial Leave(Article 25)(Article 25)

Ten days per year that can be used in Ten days per year that can be used in any combination up to the annual limit:any combination up to the annual limit:

•Illness within the immediate familyIllness within the immediate family•Bereavement Bereavement •Travel time for illness within the Travel time for illness within the immediate family or bereavementimmediate family or bereavement

•Moving household effectsMoving household effects•Administration of estateAdministration of estate

Special LeaveSpecial Leave• Disaster conditionsDisaster conditions

– Major personal disaster that only effect Major personal disaster that only effect individual: fire, flood. In some cases, must use individual: fire, flood. In some cases, must use vacation.vacation.

– Known community disasters: fire, flood, weatherKnown community disasters: fire, flood, weather

• Write examination(s) for course(s)Write examination(s) for course(s)• Be present at birth or adoption proceedingsBe present at birth or adoption proceedings• Attend formal hearing to become Canadian Attend formal hearing to become Canadian

citizencitizen

Special LeaveSpecial Leave

• Attend medical, dental, physiotherapy, Attend medical, dental, physiotherapy, optical or professional counseling optical or professional counseling appointments, special appointments appointments, special appointments for self.for self.

• Attend medical, dental, physiotherapy, Attend medical, dental, physiotherapy, optical or professional counseling optical or professional counseling appointments, specialist appointments appointments, specialist appointments with a with a dependantdependant family member family member

Special LeaveSpecial Leave• BereavementBereavement – leave of absence will – leave of absence will

be granted in the event of the death of be granted in the event of the death of the Employee’s spouse (including the Employee’s spouse (including common-law spouse), parent, guardian, common-law spouse), parent, guardian, parent-in-law, grandparent, parent-in-law, grandparent, grandparent-in-law, grandchild, son, grandparent-in-law, grandchild, son, daughter, son-in-law, daughter-in-law, daughter, son-in-law, daughter-in-law, brother, sister, brother-in-law, sister-in-brother, sister, brother-in-law, sister-in-law, nephew, niece, aunt or unclelaw, nephew, niece, aunt or uncle

• Mourning – NEW!Mourning – NEW!Attend a funeral as a mournerAttend a funeral as a mourner

Probation and Trial Probation and Trial PeriodsPeriods

(Article 9)(Article 9)

• Provides the supervisor with an Provides the supervisor with an opportunity to evaluate employee opportunity to evaluate employee performance and determine their performance and determine their suitability for the position. (Brown suitability for the position. (Brown and Beatty)and Beatty)

• Different standard – only opportunity Different standard – only opportunity to consider suitability (B AND B)to consider suitability (B AND B)

Probationary and Trial Probationary and Trial PeriodsPeriods

• An employee on a probationary or An employee on a probationary or trial period is not eligible to apply trial period is not eligible to apply for a vacant AUPE position.for a vacant AUPE position.

Probation and Trial Probation and Trial PeriodsPeriods• Application – Articles 9, 11.07Application – Articles 9, 11.07

– A six-month probationary period normally A six-month probationary period normally applies upon initial appointment to a applies upon initial appointment to a permanent positionpermanent position

– A three-month trial period normally applies A three-month trial period normally applies upon initial appointment to a temporary upon initial appointment to a temporary positionposition

– A probation or trial period may be waived in A probation or trial period may be waived in full or in part, or may be extended beyond the full or in part, or may be extended beyond the original termoriginal term

– A one-month trial period (not subject to waiver A one-month trial period (not subject to waiver or extension) applies on transfer or promotionor extension) applies on transfer or promotion

Probation and Trial Probation and Trial PeriodsPeriods

• Supervisor responsibilitiesSupervisor responsibilities– Incorporate into performance managementIncorporate into performance management

– VERY IMPORTANT MILESTONE VERY IMPORTANT MILESTONE

University makes commitment & investment for University makes commitment & investment for long term!long term!

• References: References: Staff AgreementsStaff Agreements

AUPE Support Staff Probationary & Trial Periods AUPE Support Staff Probationary & Trial Periods PolicyPolicy

Salary Increments and Salary Increments and AdjustmentsAdjustments

(Article 8)(Article 8)

• After an employee commences with AU After an employee commences with AU and their initial starting salary is and their initial starting salary is determined, increments or adjustments determined, increments or adjustments are applied in accordance with the are applied in accordance with the Agreement or AU Policy.Agreement or AU Policy.

• Salary is reviewed on Casual to Salary is reviewed on Casual to Temporary ConversionTemporary Conversion

Salary Increments & Salary Increments & AdjustmentsAdjustments

• Merit increments are applied annually Merit increments are applied annually on July 1on July 1st st

• Casual staff are eligible for merit Casual staff are eligible for merit increment after every 1,820 hours of increment after every 1,820 hours of workwork– Eligibility (casual, Jan 1 start date)Eligibility (casual, Jan 1 start date)

• Promotions (Transfers, successful Promotions (Transfers, successful completion of Probation and Trial completion of Probation and Trial Periods – no increments paid )Periods – no increments paid )

Salary Increments & Salary Increments & AdjustmentsAdjustments

• Acting and Responsibility PayActing and Responsibility Pay• Approvals come from Executive OfficerApprovals come from Executive Officer

– HR provides directionHR provides direction

• Applicable HR Policies:Applicable HR Policies:

Annual Merits Increments - AUPE & AUFA Staff Annual Merits Increments - AUPE & AUFA Staff Members PolicyMembers Policy

Time Sheets & Payroll Time Sheets & Payroll DeadlinesDeadlines

• Authorization to recruit to be completed Authorization to recruit to be completed prior to employee start dateprior to employee start date– includes appropriate G/L account codes, etc.includes appropriate G/L account codes, etc.– Authorization to Recruit FormAuthorization to Recruit Form

• Different deadlines for different types Different deadlines for different types

Payroll SchedulesPayroll Schedules

• Timesheet deadlines IMPORTANT!Timesheet deadlines IMPORTANT!– Forms Forms mustmust be received in HR to allow time for be received in HR to allow time for

processing processing

Human Resources FormsHuman Resources Forms

• Designate an alternate signing Designate an alternate signing authoritiesauthorities– The casual (bi-weekly) employees timesheet The casual (bi-weekly) employees timesheet

deadlines allow for one day to retrieve deadlines allow for one day to retrieve signatures and be receipted by payroll.signatures and be receipted by payroll.

– The University must pay within a certain The University must pay within a certain time period; if the signing authority is time period; if the signing authority is absent and unable to approve in a timely absent and unable to approve in a timely manner then a manual cheque must be manner then a manual cheque must be produced for the employee.)produced for the employee.)

• Inform staff members of the designated Inform staff members of the designated alternates for signing. alternates for signing. Delegation of Financial Signing Authority PolicyDelegation of Financial Signing Authority Policy

Time Sheets & Payroll Time Sheets & Payroll DeadlinesDeadlines

Premium Payments Premium Payments [hyperlink to form[hyperlink to form

Shift Differential/Weekend PremiumShift Differential/Weekend Premium– An additional $1.00 per hour is processed An additional $1.00 per hour is processed

uponupon– Submission of eligible hoursSubmission of eligible hours

• Shift differential eligibilityShift differential eligibility– all hours in a shift if majority of the hours all hours in a shift if majority of the hours

are between 4:00 p.m. and 8:00 a.m.are between 4:00 p.m. and 8:00 a.m.• Weekend premium eligibilityWeekend premium eligibility

– All hours an employee is regularly All hours an employee is regularly scheduled to work on a Saturday and/or scheduled to work on a Saturday and/or Sunday.Sunday.

Premium PaymentsPremium Payments

Standby PayStandby Pay• Employees required to be on standby to Employees required to be on standby to

be compensated upon submission of be compensated upon submission of timesheet, at a rate of one (1) hour pay timesheet, at a rate of one (1) hour pay for each four (4) hours they are on for each four (4) hours they are on standby.standby.

Call BackCall Back• If the University changes an employee’s If the University changes an employee’s

shift without providing more than 15.5 shift without providing more than 15.5 hours notice, the first shift shall be paid hours notice, the first shift shall be paid at overtime rates.at overtime rates.

Premium PaymentsPremium Payments

OvertimeOvertime• Employee to receive approval from Employee to receive approval from

supervisor prior to commencing supervisor prior to commencing overtime.overtime.

• Discuss options (payout vs. time-in-lieu)Discuss options (payout vs. time-in-lieu)– Time-in-Lieu (TLT) can accumulate to a Time-in-Lieu (TLT) can accumulate to a

maximum of 35 hours and must be taken maximum of 35 hours and must be taken as time off within a three month period. as time off within a three month period. Hours submitted which take the TLT bank Hours submitted which take the TLT bank over either condition will be paid out.over either condition will be paid out.

Premium PaymentsPremium PaymentsOvertime (O/T)Overtime (O/T)• Submission of hourly time sheetSubmission of hourly time sheet Human Resources FormsHuman Resources Forms

Travel TimeTravel Time• Time spent on travel, when required to Time spent on travel, when required to

attend training courses, in excess of the attend training courses, in excess of the employee’s normal daily or weekly hours employee’s normal daily or weekly hours of work, will be compensated at straight of work, will be compensated at straight time rates.time rates.– Clearly note on the Additional Compensation Clearly note on the Additional Compensation

form the hours which are for travel.form the hours which are for travel.

Health and Safety Health and Safety Occupational Health & Safety Occupational Health & Safety

CommitteeCommittee

• Main contact is Diane EllefsonMain contact is Diane Ellefson• Collective agreement and statutory Collective agreement and statutory

obligationsobligations• Three-year health and safety plan Three-year health and safety plan

being developed and implementedbeing developed and implemented• Incident Reporting (HR, WCB, WHS)Incident Reporting (HR, WCB, WHS)• Applicable HR Policies, Procedures:Applicable HR Policies, Procedures:

Occupational Health & Safety PolicyOccupational Health & Safety Policy

ResignationsResignations• To be provided in writing by employee, To be provided in writing by employee,

accepted in writing by supervisor – both accepted in writing by supervisor – both forwarded to HR as soon as possibleforwarded to HR as soon as possible

• HR resignation checklistHR resignation checklist– 14 items14 items– Covers benefits, life insurance, pension, Covers benefits, life insurance, pension,

email accounts, microcomputer and email accounts, microcomputer and software purchases, removal and relocation software purchases, removal and relocation allowance, vacation, equipment/keys allowance, vacation, equipment/keys returned, cleared travel advances, final pay, returned, cleared travel advances, final pay, return library materials.return library materials.

– – The End –The End –