We don't know when this came about, but it was decided that since 10-month faculty did not accrue vacation, there may be times when it would be necessary for a faculty member to conduct business outside the normal working hours of 8:00-5:00. So someone (we don't know who) decided to provide three personal business days to 10-month faculty for purposes of conducting personal business such as legal matters, financial matters, or critical family responsibilities. Through the years, the interpretation of the use of these days became eroded, and somehow became part of the leaves available for all administrative, professional, and faculty members, regardless of working 10 months or 12 months.
Unfortunately, there are significant costs involved with moving positions from PERF to TIAA-CREF coverage. HR hopes to do a full review of the retirement plans within the next couple years and these types of issues should certainly be reviewed at that time.
A. The 25% of the 520 hours being paid out upon retirement (not termination) from the University was based upon
the University hoping that an employee would accrue this amount (520 hours) and save it for being in a pay status
to use while qualifying for long-term disability. This was prior to the University having a short-term disability
plan. So, the hope was that the employee would save up the 520 hours to bridge the waiting period for LTD by
A. The University provides ten paid holidays per year in addition to a paid personal holiday for hourly staff. The
personal holiday may be used at any time with the consent of the supervisor with the purpose of accommodating
such things as religious observations or other holidays not observed by the University.
A. Each year the Board of Trustees approves salary increases based on State funding. Since there is no centralized university level coordination or implementation of the salary distribution, it is left to the department or organizational unit to distribute the increases as they deem appropriate. Many departments further leave the distribution to supervisor’s discretion. For example, if the Board approved a 2.5% increase, a supervisor could give one employee a 3.5% increase and another employee a 1% increase or no increase. Unfortunately this practice has lead to wide spreads in salaries across units for equivalent staff positions and fostered the perception of favoritism. CSSAC supports the Quality of Life in the Workplace Tiger Team recommendations in their White Paper of Feb. 2008 calling for a reduction of the salaries gap toward the best practices +/- 20% of the mean and link these salaries to consistent and universally applied annual performance reviews. In addition there should be a comprehensive review of staff job classifications to further structure skill levels with compensation.
A. Parking Services is responsible for the administration of the Parking program at Purdue’s West Lafayette
campus. Back in the early 1960’s, Purdue administration determined that all users of parking facilities would pay
to park during peak hours of use. Typically, this is 7a.m.-5 p.m. on campus, but some locations require payment for
The Parking and Traffic Committee, which is made up of students, staff, administrators, and faculty, meets monthly to consider issues surrounding our paid parking program at Purdue. CSSAC has a representative on the committee. You can send any questions or concerns through the CSSAC representative (check website), or directly to Holly Alexander, the Parking Facilities Manager. email@example.com
A. Purdue’s old payroll system had no way to charge for parking on a sliding scale. The new payroll system does allow for payments based on income. The Parking and Traffic Committee (noted above) has formed a subcommittee to consider this issue during the spring semester.
A. Questions or concerns can be addressed to Internal Audit Office – www.purdue.edu/ia
A. Contact one of the members of the CSSAC Discount Subcommittee with the name of the business, phone number and a contact at the business. Be sure to check the CSSAC website for an updated listing of current vendors!
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