Ten- and 20-minute chair massages will be offered in the Olmsted Center Drake Room from 11 a.m. to 1 p.m. on June 13. Cost is $10 for a 10-minute massage. Payment should be given directly to Anne Boal, licensed massage therapist, at the time of appointment. Correct change, cash, or check is required. Register for an appointment.
For additional information, contact Linda Feiden at linda.feiden@drake.edu.
— Linda Feiden, Human Resources
Members of the Human Resources team will be available Thursday from 11:30 a.m. to 1:30 p.m. in Olmsted Center’s Drake Room. This is a convenient opportunity for you to talk with HR Partner Services about any HR topic that’s on your mind. Even though this is the last scheduled HR Conversation Hours for the academic year, you are always welcome to schedule a meeting at the HR offices, 3206 University Avenue.
— Debra Wiley, Human Resources
A proposed policy that supplements existing family leave policies is now posted for comment through May 21, 2018.
The proposed Paid Parental Leave Policy provides paid time away for new parents. For the birth parent, the policy is in addition to paid time off under medical or sick leave policies (usually 6-8 weeks). For non-birth and adoptive parents, the policy provides paid time off to bond with their new child without having to use vacation accruals or elect modified duties.
These policies work together with the Family and Medical Leave Act Policy which provides employees with 12 weeks of job-protected leave upon the birth of a child.
Below are some examples to help illustrate how the new policy provides additional support to new parents and supplements existing time off options:
A staff member with 6 weeks accrued sick leave gives birth, without complications. She takes 6 weeks of paid sick leave for the period of medical recovery pursuant to the sick leave policy. The new proposed Paid Parental Leave policy, allows her to extend that paid time off by 2 additional weeks. She may elect to continue in paid status by using any accrued vacation time, or she may save vacation to use later in the year. The addition of the 2 weeks paid time off offers added paid leave, while also allowing more flexibility in the use of vacation and personal time.
A faculty member with a 9-month appointment, has notified HR that she will be delivering September 1, 2018. Through the Faculty Short Term Disability policy, she will be compensated at 100% of her pay for the first six (6) weeks of the medical condition, during the terms of her regular teaching appointment. (Six weeks is the typical recovery timeframe for a non-cesarean birth.) Following the birth, she has the option of selecting either two additional paid workweeks away from the university or Faculty Modified Duties, which is a one semester course release. The proposed New Paid Parental Leave Policy offers the option to receive additional paid time off, rather than elect modified duties. In either case, the faculty member may also elect to toll the tenure clock through the Tenure Clock Extension, found in the Academic Charter, page 4.
A 9-month faculty member is married to a staff member and they are planning to adopt a child. The faculty member may elect either the 2-week paid time off under the new Parental Leave Policy or a course release under the Faculty Modified Duties policy. The staff member can take the 2 weeks paid time off as well as any vacation time available to him/her. The fact that both parents work at Drake does not impact the amount of leave available – both are eligible for the paid parental leave benefits.
Please continue posting your comments to dupolicies@drake.edu. We appreciate your input.
— Debra Wiley, Human Resources
HealthyU BINGO is a great way to have fun and win prizes, all in the name of better well-being. Playing is easy. During the month of June, complete various activities and record them on your BINGO card(s). Then bring your completed card(s) to the Olmsted Center, Room 310 and 311, on July 3 or July 11 at 12 p.m. to play HealthyU BINGO for prizes. The deadline to register is Thursday, May 31. If interested in participating, email Linda Feiden at linda.feiden@drake.edu. You are welcome to play one or both days.
Following sign-up, you will receive a packet that includes directions, a list of HealthyU BINGO activities, and a blank BINGO card. There is a broad range of activities to choose from and complete either at home or at work.
— Linda Feiden, Human Resources
Members of the Drake community support a local farm by purchasing a share and, in return, they bring shares of their week’s produce to campus. This year, Drake is working with The Homestead.
This is a great way to eat healthy and seasonally while supporting sustainable agriculture and the local economy.
Shares will be delivered to Meredith Hall on Thursdays from 3 to 5 p.m. beginning in late May or early June. You may order a full share which is delivered weekly for 20 weeks, or a half share, which is delivered every two weeks. They also offer double shares. View program details and costs.
Amanda Kanehl will be coordinating the produce pick-up. Amanda is a junior environmental science student at Drake. She is a horticulturalist and worked at The Homestead for two seasons, so she is familiar with the produce as well as the staff and farm manager.
You may order shares through Amanda at amanda.kanehl@drake.edu. You may also order online or fill out a brochure and mail it in. Credit cards and checks are accepted. You may pay the full amount up front or $100 a month until the share is paid.
Please contact Amanda with additional questions. Questions may also be directed to Amahia Mallea at Amahia.mallea@drake.edu.
— Linda Feiden, Human Resources
Members of the Human Resources team will be available Thursday, May 10, from 12 to 1:30 p.m. in Olmsted Center’s Drake Room. This is a convenient opportunity for you to talk with HR Partner Services about any HR topic that’s on your mind. You’re also welcome to schedule a meeting at the HR offices, 3206 University Avenue, if another time works better for you.
— Debra Wiley, Human Resources
The following new work-injury reporting and treatment processes became effective Monday, May 7, 2018.
Reporting a work-related injury or illness:
If you are injured at work, immediately complete the following steps:
Emergency care: In case of a serious injury or illness (or any treatment that occurs after hours and should not wait until clinic hours the next day) seek immediate treatment at the nearest emergency facility or call 911.
Report your work-injury: Immediately report your work-injury to your manager/supervisor.
Phone EMC OnCall Nurse at 844-322-4668 (24 hours/7 days a week): You and your manager, if available, should call EMC OnCall Nurse together. You will discuss the extent of your injury with a registered nurse and be guided to the appropriate level of care. If a language barrier exists, a translation service is quickly brought into the call. Over 200 languages are available.
Follow EMC OnCall Nurse’s instructions: When care is needed, the registered nurse will provide treatment recommendations and/or designated medical facilities for work-injury treatment. Please proceed with treatment as instructed by the EMC OnCall Nurse.
You or your manager/supervisor must also submit the Drake online First Report of Injury.
Authorized treatment centers:
Effective May 7, 2018, Drake will utilize UnityPoint Health, Occupational Medicine Clinics for the treatment of non-emergency work related injuries and illnesses and for post-offer, pre-employment drug screens. Clinics are located at:
Des Moines
515-262-7619
Penn Medical Place
1301 Pennsylvania, Ave. Ste. 416
Ankeny
515-964-6974
White Birch Plaza
1810 SW White Birch Cir., Ste. 111
West Des Moines
515-241-2020
Lakeview Medical Park
6000 University Ave., Ste. 124
Affiliated Emergency Care:
Iowa Methodist Medical Center: 1200 Pleasant St., Des Moines, IA 50309
Iowa Lutheran Hospital: 700 East University Ave., Des Moines, IA 50316
Methodist West Hospital: 1660 60th St., West Des Moines, IA 50266
— Gary Johnson, Human Resources
A proposed policy that supplements existing family leave policies is now posted for comment through May 21, 2018.
The proposed Paid Parental Leave Policy provides paid time away for new parents. For the birth parent, the policy is in addition to paid time off under medical or sick leave policies (usually 6-8 weeks). For non-birth and adoptive parents, the policy provides paid time off to bond with their new child without having to use vacation accruals or elect modified duties.
These policies work together with the Family and Medical Leave Act Policy which provides employees with 12 weeks of job-protected leave upon the birth of a child.
Below are some examples to help illustrate how the new policy provides additional support to new parents and supplements existing time off options:
A staff member with 6 weeks accrued sick leave gives birth, without complications. She takes 6 weeks of paid sick leave for the period of medical recovery pursuant to the sick leave policy. The new proposed Paid Parental Leave policy, allows her to extend that paid time off by 2 additional weeks. She may elect to continue in paid status by using any accrued vacation time, or she may save vacation to use later in the year. The addition of the 2 weeks paid time off offers added paid leave, while also allowing more flexibility in the use of vacation and personal time.
A faculty member with a 9-month appointment, has notified HR that she will be delivering September 1, 2018. Through the Faculty Short Term Disability policy, she will be compensated at 100% of her pay for the first six (6) weeks of the medical condition, during the terms of her regular teaching appointment. (Six weeks is the typical recovery timeframe for a non-cesarean birth.) Following the birth, she has the option of selecting either two additional paid workweeks away from the university or Faculty Modified Duties, which is a one semester course release. The proposed New Paid Parental Leave Policy offers the option to receive additional paid time off, rather than elect modified duties. In either case, the faculty member may also elect to toll the tenure clock through the Tenure Clock Extension, found in the Academic Charter, page 4.
A 9-month faculty member is married to a staff member and they are planning to adopt a child. The faculty member may elect either the 2-week paid time off under the new Parental Leave Policy or a course release under the Faculty Modified Duties policy. The staff member can take the 2 weeks paid time off as well as any vacation time available to him/her. The fact that both parents work at Drake does not impact the amount of leave available – both are eligible for the paid parental leave benefits.
Please continue posting your comments to dupolicies@drake.edu . We appreciate your input.
— Debra Wiley, Human Resources
In April, Drake welcomed eleven new, full-time employees to the Bulldog family.
Lynne Cornelius, Violence Prevention Coordinator, Dean of Students
Sandra (Sandy) Hafner, Administrative Assistant, Student Life, Dean of Students
Cortni Rush, Coordinator, Women’s Basketball Operations, Athletics
Larry Blunt, Assistant Men’s Basketball Coach, Athletics
Matthew (Matt) Woodley, Assistant Men’s Basketball Coach, Athletics
Matthew (Matt) Gatens, Coordinator, Men’s Basketball Operations, Athletics
Dustin German, Assistant Director, Sales & Community Engagement, Athletics
Peter Schmale, Application Administrator 3 – SharePoint, ITS
Erica McGowan, Associate Controller, Accounting
Gabriel (Gabe) McGinnis, Plumber, Facilities Planning and Management
Sarah Wood, Project Associate/Executive Assistant, Harkin Institute
— Laura Schwarz, Human Resources
Drake’s Holiday Schedule for fiscal year 2018-19 has been approved. View the schedule.
— Marlene Heuertz, Human Resources