The College of Earth and Mineral Sciences' human resources team seeks to provide the highest level of service to our EMS faculty and staff. Penn State's HR website, HR Services (814-865-1473), and HR knowledge base are available to obtain information about Benefits, Recruiting, Workers Compensation/Occupational Medicine, Talent Management, and Performance Management. Worklion Manager Tools is a central resource repository for supervisors for such actions as Supervisory Organization Changes or Initiating a Separation.
Individuals currently employed or engaged by the University (whether paid or unpaid) are required to notify unit HR of certain arrests or convictions (i.e., charged with a misdemeanor or felony) within 72 hours of occurrence by using the Penn State Arrest and Conviction self-disclosure form as outlined in University Policy HR99 – Background Verification Requirements.
It is important to keep your personal contact information updated in Workday. In the event you have a change in address or phone number, please update the information in Workday following this guide. Changes to work address can be updated by submitting a WorkLion Inquiry.
There have been some changes in the mailing address formats due to recent E911 updates. Please see this Penn State news article for more information. The address format is as follows:
- Penn State University
- Name of Recipient
- Recipient Office and building location
- Physical street address of building
- City, State, Zip
SupportLinc, the University's Employee Assistance Program, offers eligible employees confidential assistance when experiencing personal concerns. Available to employees and certain family members, the EAP offers up to five counseling visits per concern at no cost. Individuals can call 1-888-501-3532 or visit their website to receive assistance 24 hours a day, seven days a week. SupportLinc also offers a variety of other resources to help with health, personal, financial, and legal concerns.
Benefits
Request to Review Personnel Records
Should an employee be absent for three or more days for the same condition (own illness/injury or to care for an eligible family member), the absence may qualify under the Family and Medical Leave Act (FMLA). The University has an obligation to provide eligible employees with information about rights under FMLA. Absence Management may be contacted at Absence@psu.edu or by submitting an inquiry. When an employee is ill, they are still expected to follow their department’s procedure for notifying supervisor of the need for time off work.
As part of the University’s commitment to promoting productivity and work/life balance, employees and supervisors are expected to regularly assess and update FWAs to ensure alignment with evolving needs of operations and our employees. While Policy HR107 does not apply to faculty, the policy does provide this clause: “Flexibility is inherent in most faculty members' work schedules and the University expects full-time faculty members to participate fully in their university workspace or on-campus intellectual and educational community and generally does not permit remote work arrangements. Faculty members seeking a temporary change in their university workspace or on-campus work expectations must make a request to their unit executive (dean/chancellor).”
Information on the request and approval process and helpful FAQ’s can be found at https://hr.psu.edu/current-employee/flexible-work-arrangements.
Our HR Service colleagues are available to help to answer HR related questions. They are a 'one-stop-shop' for topics including, but not limited to: questions about current job requisitions, onboarding and I-9 verifications, changes to supervisory organizations, payroll questions, general Workday questions, etc. The HR Services team can be reached Monday through Friday between the hours of 8:30 a.m. and 4:30 p.m. (ET) by calling 814-865-1473 or by submitting an inquiry on WorkLion. Additionally, they also offer Live Chat through WorkLion. This feature allows you to chat with an HR Service Representative Monday through Friday from 8:30am to 4:30pm (ET). The Chat feature documents the conversation by creating an inquiry to capture the conversation for documentation purposes.
A standard process to address a wide variety of interpersonal issues should follow the steps below. Ideally, conflicts should be attempted to be resolved at the lowest possible level. However, if employees are not comfortable with step 1 (i.e. if they don’t feel like they can safely talk to the person), they should move to step 2.
- First, try to address it with the other employee;
- NOTE: It is usually best to address issues when both parties are not frustrated, so you may want to set up a later time to discuss, if at all possible;
- Clarify what the issue is from your point of view;
- Ask the other employee what they may think about this issue from their point of view;
- Discuss what you would like to see changed/improved/stopped and try to come to a mutual agreement
- Second, if you and the other employee cannot come to an agreement, discuss your concerns with your manager and ask their help in addressing the behavior;
- Third, if your manager is unable or unwilling to attempt to resolve the issue, please bring your concerns to your department head or institute director;
- Fourth, if your department head or institute director is unwilling or unable to address your concerns/issue, you should bring your concerns to EMS HR;
- Fifth, if EMS HR is unable to assist, HR will go with you to bring your concerns to the dean.
If the behavior is especially egregious or criminal, employees should report it directly to their department head or institute director and HR (along with the appropriate reporting authorities, i.e. police if criminal, AAO if prejudicial, etc.). See: reporting wrongdoing/behavior: https://universityethics.psu.edu/resources-reporting-wrongdoing
If you are interested in some applicable LRN trainings, here are a few:
The following posters are a resource for Penn State employees to know their rights as an employee regardless of the state where they work. Posters do not need to be printed for or by individual employees working outside of Pennsylvania from their homes, regardless of state-by-state directions on posting locations or paper size. However, posters should be posted in any shared PSU office space outside of Pennsylvania. Employees are encouraged to bookmark this page for reference.
Federal
- Federal Contractors Labor Law
- Family Medical Leave Act (FMLA)
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Know Your Rights: Workplace Discrimination is Illegal | Spanish version
Pennsylvania
During an emergency, Penn State may direct the campus community and the public for status updates and pertinent information. Employees and students are encouraged to sign up for PSUAlerts.
Each year, Penn State’s Office of Ethics and Compliance assigns Annual Compliance Training. This is required training for all employees (typically each spring), and all new employees upon hire. The training is assigned via the Learning Resource Network (LRN). For questions about the content, please contact psoec@psu.edu.
