UNM HR - Service Center
1730 Lomas Blvd. NE
Albuquerque, NM 87131
Phone: (505) 277-6947
Webpage: http://www.unm.edu/~hr/service

The payroll department is located at the UNM Business Center on 1700 Lomas Blvd., NE and is open M-F 7:30 – 5:30 p.m.  Staff time sheets are turned in to this payroll office, while student/work study time sheets are turned in to the Student Employment Office in the Student Services Center.  Exempt employees (faculty, GA, TA, RA, some staff) get paid on the last day of each month.  Bi-weekly employees (staff and students that are not exempt) get paid every two weeks and are required to turn in a time sheet to be paid for hours worked.  Student pay is usually two weeks behind and staff is usually paid one week behind.  Time sheets need to be completed in ink with no white out.  If an error is made, it should have a single line drawn through it and include the initials of the person making the correction.

Overtime is paid to non-exempt employees at a rate of time and half for hours over 40 per week.  However, if sick leave or annual leave is taken in the same week overtime was worked, the additional hours will be paid at the regular rate of pay. 

The payroll web site at http://www.unm.edu/~payroll/ has a section of FAQs that includes information about retirement, W-2s, and direct deposit.  This site also has some forms available to download. 

There are several kinds of leave used by the University.  Some of the common ones are explained below.  All questions about leave may be directed to your HR Consultant.

Annual Leave
University Business Policies regarding Annual Leave.

Full time and part time employees (working more than 20 hrs/week) earn annual leave.  Full time employee accrual rates are 14 hours/month for exempt employees or 6.47 hours/pay period for bi-weekly employees.  Only earned leave is available for use.  Employees must request and receive prior approval in advance from their immediate supervisor for use of annual leave.  While annual leave is normally scheduled according to the employee's wishes, the University reserves the right to schedule an employee's annual leave in accordance with the needs of the University.  The maximum amount of annual leave allowed for FT employee is 252 hours.  UBP 3400 address annual leave issues.

Sick Leave
University Business Policies regarding Sick Leave.

Sick leave may be used for personal illness or injury, prescheduled doctor/dentist appointments, and care for illness/injured immediate family members.  Employees must call in to their supervisor within one hour of start of scheduled shift, though it is preferred if notice is given before the start of the shift.  Supervisors may make departmental guidelines to be followed by all employees.  A supervisor may require a doctor’s note after two or more consecutive absences.  Supervisors also have the discretion to require a doctor’s note after only one day of sick leave if there are recurring absences.  The maximum allowed accrued sick leave is 1040 hours and is accrued at a rate of 8 hours/month for exempt employees and 3.7 hours/pay period for bi-weekly employees.  UBP 3410 addresses this more.  The following sheet has additional information on sick leave and annual leave.

FMLA
University Business Policies regarding FMLA

An employee is eligible for up to 12 weeks of unpaid leave with job guarantee upon return for family or medical leave.  An employee qualifies for FMLA only upon completion of 12 months of employment with a minimum of 1250 hours worked. This policy is UBP 3440.

Bereavement Leave
University Business Policies regarding Bereavement Leave

This is granted to employees for the death of immediate family members.  Immediate family members are spouse, children, parents (current parent-in-laws), grandparents and siblings.  Up to three days of paid leave may be granted.

Leave Without Pay (LWOP)
University Business Policies regarding Leave Without Pay

May be granted for any of these reasons:
1.      Leave credits have been exhausted
2.      Personal reasons, school attendance to complete degree, family illness, or other justified reason
3.      Unexcused absence or suspension for disciplinary reasons

If the leave without pay is more than five days, a PAN (personnel action notice) must be submitted to HR.  If the LWOP is for disciplinary reasons, a memo to the employee and HR must also be submitted.  Prior to return, an employee must request reinstatement and a PAN for reinstatement must be submitted.  If the employee fails to request reinstatement, this will be considered a resignation.  If the reinstatement is following a leave of absence due to medical condition/illness, a doctor’s release must accompany the PAN.  See approvals and limits of LWOP at UBP 3420.

Other
University Business Policies regarding Other

Other types of paid leave include Jury Duty, Military Leave, Voting, and Administrative leave.  Information and policies on these can be linked from UBP 3415.  There is also information regarding worker’s compensation in UBP 3630.  

Employees just beginning their positions with UNM are hired on a six-month probationary period.  Supervisors should set clear expectations at the beginning of employment and meet regularly to discuss performance.  If an employee is not meeting job performance standards, he/she can be released during that six-month probationary period. 

Employees who are already employed with UNM and move to another position are on a 30 day trial period.  UBP 3210, Recruitment & Hiring, discusses probationary and trial periods.

University Business Policies regarding Performance Management

Supervisors must partner with their HR Consultants regarding formal discipline. The formal levels of disciplinary action are:

• Oral Warning
  
  
• Written Warning
  
  
• Unpaid Suspension
  
  
• Discharge

Please read the Performance Management Policy UBP 3215 and the applicable union contracts. If you are unsure of whom is your consultant, please call 277-2013 for assistance.

Separation of employment from UNM can be either voluntary or involuntary. Voluntary separation includes an employee giving notice or resignation, walking off the job, or being absent for three consecutive days without supervisor’s approval. These are considered a resignation from the employee.

Involuntary separation includes being relieved during the probationary period or being discharged for cause.  In both of these situations, an employee should be given two weeks notice or be paid for two weeks in lieu of having him/her work.  See the section above regarding supervision.  UPB 3225 discusses University policy regarding separation.

University Business Policies regarding Separation

At times is also may be necessary to layoff an employee or hire an employee on layoff status.  When it is necessary to layoff an employee, it is required that we give that employee a 30-day written notice.  If there is more than one employee in the same position, then seniority is factored in to the decision of which employee is affected.  Supervisors must make a good faith effort to transfer employees to similar positions.  When a position is cut, the position may not be reinstated for one year from the date of the elimination.

When an employee is on layoff status, he/she is given first priority for same title positions that are available within UNM. Layoff candidates can also request first priority for positions that are similar in nature, either at the same grade or lower. Only if the referred layoff candidate refuses your position can a department then recruit and hire another candidate.  When a layoff candidate is placed in a position, he/she must be paid at least what he/she was earning before layoff status.  If the layoff candidate refuses a position of similar classification, he/she is then removed from the layoff roster.  Layoff candidates placed in a position are considered to be on a six-month probationary period just like new employees (An employee remains on the layoff roster for six months).  Be sure to read the policy on this and talk with your HR Consultant regarding layoff situations. 

Once an employee is separated from employment for any of the above reasons, an employee separation form needs to be submitted to HR along with the separation checklist.  All employees should also be encouraged to complete the exit interview that can be found on the Human Resources web site at www.unm.edu/~hr/forms/Exitdirections.html.

University Business Policies regarding Performance Review

The performance review process used by UNM is a goal-based process intended to encourage communication between supervisors and employees. The process begins with the employee and supervisor working together to establish performance expectations for the year. Throughout the year, the employee receives support and feedback to improve and enhance performance. The process culminates when the year-end review is completed and successful performance is rewarded. Planning then begins again for the following year.

Steps for completing the review process are:

Plan - developing performance expectations
Coach - providing feedback to employees
Review - preparing and conducting the written review
Reward - rewarding performance
Support - helping employees achieve their goals

There are several resources available to assist you with Performance Reviews. The performance review form, online resources, and a computer-based training overview are available at http://www.unm.edu/~hr/perfrev/. Employee and Organizational Development also offers training workshops for staff and supervisors on their role in the process. You will find the training schedule at http://www.unm.edu/~hrinfo. You may also see UPB 3230 for information on policy of the performance review.

University Business Policies regarding Performance Review

Career Development
Employees have several opportunities for professional and career development. The HR web site describes each of the four career development programs that are available to UNM employees, supervisors, and managers, as follows: Education and Training, Job Enrichment, Career Ladders, and Career Advancement. These programs are also outlined in the Career Development Policy # 3260. A Staff Career Development Specialist is available to help staff understand the career development options and to assist employees with career planning, resume writing, and interviewing tips.

Career Development Program

Career Development Policy #3260

Staff Career Development Serivces

Professional / Skills Development
HR Employee & Organizational Development provides professional development training to UNM employees. The training programs cover all aspects of work at the University: Administrative, Management/ Leadership, and Personal/Professional. Most workshops can be tailored for large or small groups and can be brought to work sites. Workshops are designed and led by EOD Training & Development Consultants and by UNM staff. EOD training is offered to UNM employees free of charge. EOD's web site is http://www.unm.edu/~hrinfo.

The Division of Continuing Education also provides a variety of professional and personal development classes for which employees may use their tuition remission. http://dce.unm.edu/

Organizational Development
Employee & Organizational Development can provide facilitation services for your department, including Assessment, Team Building, Meeting and Retreat Facilitation, Group Process Consultation, Strategic Planning and Coaching. The services available are listed under the tab "Consulting Services" on the EOD web site: http://www.unm.edu/~hrinfo.

Tuition Remission
The Tuition Remission Policy #3700 describes employee eligibility for taking education and training classes as well as the use of tuition remission.