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Welcome to the Knowledge Center!

Take a few minutes to explore one of the featured topics below, or check out one of our many HR toolkits, designed with the higher ed workplace in mind. We will continue to add and expand toolkits, so stop by often to see what’s new. And if you have an idea for a toolkit or a resource to recommend, send us an e-mail at knowledgecenter@cupahr.org.

The Knowledge Center is for CUPA-HR members only. If you’re not a member, stop by the Membership section of our website to learn more about the many benefits of membership.

Features

New Guidance on Addressing Sexual Violence on Campus

A new resource for institutions on sexual violence has been issued by the American College Health Association (ACHA). The document, Addressing Sexual and Relationship Violence on College and University Campuses, introduces an ecological approach to preventing sexual and relationship violence by framing risk and protective factors within the context of numerous institutional, community and group dynamics. The paper offers specific strategies for prevention, risk reduction and responding to sexual and relationship violence.

Other Resources:  

Knowledge Center – Title IX Toolkit

CUPA-HR Webinar – Do You Have What It Takes to be a Title IX Coordinator?

The Higher Education Workplace Magazine – Best Practices in Training and Compliance Around Title IX, VAWA and the Clery Act

Stay Interviews

Interviewing job candidates and conducting exit interviews are familiar to the HR professional, but stay interviews may be new to some. What are stay interviews? In a nutshell, stay interviews are intended to retain your best performers by opening a conversation about job satisfaction, listening to concerns and aspirations, and letting individuals know they are valued and appreciated. In a tight labor market where skilled, productive, dedicated employees are extremely important, stay interviews can play a critical role in tipping the scales to the benefit of both the employer and employee.

Adrienne Preddie, CUPA-HR Wildfire Class of 2015-16, from Ivy Tech Community College of Indiana, has developed an excellent CUPA-HR Essentials Course on Stay Interviews. Take 10 minutes to check it out!

Other Resources:

The Higher Education Workplace Magazine – Rock Star Talent: How to Spot It, How to Nurture It, How to Keep It  

Knowledge Center – Performance Management Toolkit

Webinar – Strategies for Workforce Management: Are You Change Ready?

ERISA Developments

A major change to the Employee Retirement Income Security Act (ERISA) occurred on April 6 when the U.S. Department of Labor issued a final rule relating to pension plans, changing the definition of “fiduciary.” A focus of the rule is on delineating the difference between “investment advice” and “recommendation,” clarifying who is subject to fiduciary rules, removing the requirement that advice need not be ongoing, and expanding the application of “standards of care and loyalty” and prohibited activities to plan sponsors. Here’s a summary of the final rule.

Other Resources:

Knowledge Center – ERISA Toolkit

Knowledge Center – Retirement Overview Toolkit

 

OFCCP Issues Final Gender Discrimination Rules for Federal Contractors

On June 14, the Office of Federal Contract Compliance Programs (OFCCP) updated its sex discrimination guidelines for federal contractors. The guidelines, which go into effect August 15, are consistent with Title VII guidelines but go beyond existing legal guidance with regard to pregnancy-related workplace accommodations, sex stereotyping, gender identity, leave and fringe benefits, and pay discrimination. Best practices are also included.

KEY PROVISIONS  

Pregnancy Accommodation and Discrimination. Requires contractors to provide workplace accommodations, such as extra bathroom breaks and light-duty assignments, to an employee who needs such accommodations because of pregnancy, childbirth or related medical conditions, in circumstances where the contractor provides comparable accommodations to other workers with injuries or disabilities.

Sex Stereotyping Discrimination. Prohibits treating applicants or employees adversely because they do not comply with expectations about what jobs they can do or how they should look or act.

Transgender and Gender Identity Protections. Reinforces that sex discrimination includes discrimination based on sexual orientation or gender identity.

Leave and Fringe Benefits Equality. Entitles male and female employees to childcare leave and sick leave on the same terms and requires equal benefits and equal contributions for male and female employees participating in any fringe-benefit plan.

Pay Practice Guidelines. Prohibits paying workers differently because of their gender with regard to overtime work, upward mobility to higher paying positions and training

Prohibits Sexual Harassment. Prohibits unwelcome sexual advances, offensive remarks about an individual’s gender, requests for sexual favors and other physical conduct or verbal statements of a sexual nature that creates a hostile work environment, unreasonably interferes with an individual’s work performance or becomes the basis for employment decisions.

Equal Access to Jobs and Workforce Development. Men and women are to enjoy equal access to jobs and workforce development opportunities.

Other Resources:

DOL Website on OFCCP Guidelines

Knowledge Center – Civil Rights Act of 1964 Toolkit

Knowledge Center – Equal Pay Act Toolkit

Knowledge Center – Pregnancy Discrimination Toolkit

 

Resources