The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA protections because of a need for leave due to a serious health condition to submit a medical certification issued by the employee’s health care provider.
The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA protections because of a need for leave due to a serious health condition to submit a medical certification issued by the employee’s health care provider. Complete this form and send to Rebecca Rohde at firstname.lastname@example.org or to our FP&M HR fax number: 608-265-3692.
The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA leave to care for a family member with a serious health condition to submit a medical certification issued by the family member's health care provider.
The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA leave to care for a family member with a serious health condition to submit a medical certification issued by the family member’s health care provider. Complete this form and send to Rebecca Rohde at email@example.com or to our FP&M HR fax number: 608-265-3692.
Team Scope: The EID Team will make recommendations to the FP&M Leadership Team on issues at the division-wide level and departmental level, which relate to employee engagement, inclusion and diversity.
Team Focus: (Statement of Work) Develop strategies to increase employee engagement, inclusion, and leverage diversity across FP&M.
Engagement. Employees feel valued by their organization, find pride and personal meaning in their work, and are willing to go “above and beyond” for their employer.
Inclusion. Employees have a sense of belonging and of being respected for who they are and as a contributing member of the team. Barriers to contribution and negative biases are eliminated, allowing employees to feel respected and give their personal best.
Diversity. Employees possess the range of human qualities that impact and influence how people are perceived and how they behave, including (but not limited to) age, gender, race, ethnicity, color, physical and mental attributes, sexual orientation, marital status, spirituality, education, values and beliefs. To capitalize on diversity, the work environment must allow the organization to leverage the strengths and talents of all employees.
Business Case: (Statement of Need)
The VCFA developed an initiative called Engagement, Inclusion & Diversity (EID), based on the campus strategic framework, which focuses on diversity through the strategic priority to recruit and retain the best faculty and staff. As a member of both the UW-Madison campus and a division of the VCFA, FP&M is committed to prioritizing EID issues as well.
The relationship between effective people strategies and high performance has been well established. As a people centered organization, integrating engagement, inclusion, and diversity makes sense for several reasons:
• Promotion of EID principles helps attract talent, enabling the organization to recruit and retain the best employees.
• EID creates a work environment that allows the organization to leverage the strengths and talents of all employees and maximize available resources.
• Diversity and inclusion are linked to greater productivity, adaptability, and employee engagement.
• High employee engagement has been linked to increased performance, lower turnover, increased morale, and reduced absenteeism.
final_FPM EID Charter updated 07.21.2021
The varieties of jobs within FP&M require a talented and diverse workforce. To be successful, we depend on all our employees to excel at customer service and to work collaboratively with other FP&M employees, faculty, staff, students, and the campus community. All employees are encouraged to be open to new ideas, learn from each other, and treat co-workers and customers with dignity and respect. We believe that a positive and enjoyable workplace is vital to the success of our employees, our organization, and the University.
FP&M Temporary Supply Policy for Working from Home, July 2021
FP&M encourages employee development by providing accessible learning options through on the job training, UW-Madison resources and outside providers when necessary. This can be through self-paced learning, in person or virtual classes, webinars, conferences or professional memberships. However, we need to comply with UW and System policies – so we have created a new Guidelines and Policy Explanation resource that helps walk you through the requirements – and even gives you sample language to use for justifications.
Guidance for Distribution of Facility Data, Documents and Graphics Information
UW–Madison employees will have updated job titles and new position descriptions as part of the Title and Total Compensation (TTC) Project on November 7, 2021. Attend an employee forum to understand how this change will impact you on August 10-11, 2021. Flyers are available in English, Spanish, Hmong, Tibetan, Nepali, and Chinese, as well as a flyer with all languages. Please help get the word out.
Encourage employees to attend by posting the flyers in common areas or using as direct handouts. Translations are also posted on the events page of the TTC Project website.
Invite your teams to a hybrid watch party.
Invite your team to a hybrid watch party.
A documented Mid Probation Conversation is required midway through a new employee's probationary period.
A documented Midpoint Conversation is required midway through each performance year.
Office of the Associate Vice Chancellor (AVC)
Invite your team(s) using an Outlook Meeting invite(s). See example and instructions here.
Set up an on-site watch party for your team.
Performance conversation starters from FP&M Performance Training & Development Program