Agenda

Minutes

Welcome and Announcements – Nan Wilhelmson, Office of Human Resources

Nan welcomed everyone and provided updates regarding the revised Administrative/Regents' policies. Policies under revision can be reviewed at:
http://www1.umn.edu/ohr/hrpros/index.html under “Resources”.

Compliance Interpretation from Pulse Survey – Tom Schumacher, Office of Institutional Compliance

A majority of employees (87%) indicated that they had not experienced or observed any significant misconduct such as a violation of law or workplace rules within their departments in the last year, 13% of employees did experience such problems. Of the staff who reported these problems, 51% stated that they or someone else reported these problems to the University. About 34% of the problems were not reported. Of the employees who reported these problems, 21% indicated that the University took appropriate corrective actions, while the majority of 51% stated otherwise. The majority of staff (60%) reported that they knew where to seek help for resolving workplace problems, but 18% reported that they did not. 21% of staff indicated that they were not confident they would be protected from retaliation if they reported a suspected violation, 50% of staff reported that they were confident they would be protected. A majority of employees (60%) reported that the University leadership demonstrated integrity and ethical behavior, while 18% of employees indicated otherwise.

Importance of Data Maintenance in System – Carolyn Chalmers, EOAA

New OFCCP Internet Applicant Recordkeeping rules have been established which prescribes the records contractors must maintain about hiring done through the use of the Internet or related electronic data technologies. An internet applicant may be defined “as a job seeker applying for work through the Internet or related electronic data technologies from whom contractors must solicit demographic information”. Please contact Carolyn Chalmers, EOAA, chalmers@umn.edu or 612-624-9547, Laura Negrini, negri001@umn.edu, or Dinah Scott, scott0299@umn.edu regarding questions about required recordkeeping rules.

Deferred Compensation Regulations – Jackie Singer, Office of Human Resources; Kelly Farmer, University Tax Department

New Internal Revenue Service regulations (IRC 409A Review) may apply to any individual contractual arrangements a department may have made with faculty or staff. These types of contracts may include any amount an employee is entitled to, but paid at a later date; deferred signing bonus; deferred retention offer, or other deferred compensation, including severance payments. In general, the best approach is to insure that any arrangements fall under exceptions to 409A. Provisions must comply with the regulations or repercussions could be serious in (a) that amounts deferred for all taxable years would be includible in current gross income; (b) the employee (not the University) would be subject to an additional excise tax equal to 20% of (a). To better evaluate existing University liability, please review your human resource documentation and complete the inventory worksheet (to be sent by Dinah Scott to all HR Pros) and return to Jackie Singer (626-0792) by Wednesday, February 28th. Please contact Jackie with questions.

Long Term Care, Benefit Updates & Wellness – Karen Chapin & Murray Harber, Office of Human Resources

The Open Enrollment period for long-term care insurance with the new UPlan vendor, John Hancock, is in effect through April 20, 2007. Information about long-term care will be provided at informational sessions that John Hancock representatives will provide on all campuses. The new plan offers expanded eligibility options. Eligibility includes:

• Employees who are actively at work and have a 50% appointment that lasts at least three months in duration.
• Retirees who are under or over age 65 and meet the age and service requirements of the University of Minnesota.
• Spouses/registered same-sex domestic partners of eligible employees and retirees.
• Surviving spouses of eligible employees and retirees.
• Parents and step-parents of eligible employees and their spouses/registered same-sex domestic partners.
• Grandparents of eligible employees and their spouses/registered same-sex domestic partners.
• Siblings and their spouses of eligible employees and retirees and their spouses/registered same-sex domestic partners.
• Adult children and their spouses of eligible employees and retirees and their spouses/registered same-sex domestic partners.

If you currently have long-term care coverage with CNA (the current carrier), you have other coverage options to consider:

• Replace your CNA coverage with coverage through John Hancock.
• Retain CNA coverage and add additional coverage through John Hancock.
• Continue your current coverage with CNA.

Enrollment with John Hancock

• Eligible, non-insured, actively-at-work employees who enroll with John Hancock between February 19 and March 16, 2007, will receive guaranteed acceptance and can enroll via the Web or an enrollment form.
• Eligible, actively-at-work employees with current coverage with CNA who enroll with John Hancock between February 19 and March 16, 2007, will receive guaranteed acceptance with any coverage choice under the new plan.
• All other eligible persons with current coverage with CNA will receive guaranteed acceptance or have to provide proof of good health during the enrollment period, depending on what their current coverage is and what coverage choices they apply for with John Hancock.
• All other eligible family members must provide proof of good health by completing the statement of health questionnaire on the application with John Hancock.

For detailed information about the features and cost of long-term care insurance, go to the John Hancock Web site (username: "uplanltc"; password "mybenefit"). The John Hancock Customer Service Center is available toll-free at 800-968-6555, Monday through Friday, from 7:30 a.m. to 5:30 p.m. Central Time.