Loyola University Chicago

12:00-1:30pm
Human Resources Lewis Towers 853 Water Tower campus

Attendance:
Carolyn O'Connell, Athletics - Chair
Donna Sobie, SSOM
Jane Neufeld, Student Affairs
Jody Greenspan, Law School
Tatjana Kazan, Mathematics and Statistics
Linda Englund, Center for Ethics / Social Justice
Arup Varma, Associate Professor - School of Business
Tom Kelly, Human Resources - University
Rick Bacchi, LUMC Human Resources - on behalf of Mary Denisienko

Absent:

Introductions & Overview
Carolyn O'Connell began the meeting with introductions.

Tom Kelly presented introductory materials (that were previously distributed) on Shared Governance concepts, in particular a memo from Fr. Garanzini about shared governance, charters for the (9) UPC's (University Policy Committees). There was a short discussion on the role and objectives of the Staff Affairs (UPC) and acknowledgement that we will continue to work out our own procedures of acting on matters brought before the committee. Staff Affairs UPC's purpose is to propose, deliberate and comment on relevant policy changes within the University, i.e. Tuition Benefits, Leave of Absence and grievance policies. As an example, in a particular claim of sexual harassment, Staff Affairs would address possible changes in the sexual harassment policy but would not get involved in specific details of the case. Staff Affairs operates separately from Staff Council.

Agenda Items:

I. Staff Demographics

Tom Kelly presented some overview materials on staff demographics to help orient the group about the characteristics or profile of staff across the University. Staff information was presented using the following criteria: campus, ethnicity, gender, FTE, salary, years of service, age, EEO classification, academics vs. operations, non academic divisions, academic affairs staff, and SSOM staff divisions. Materials can be found at http://www.tobedetermined.org

II. Tuition Benefit Policy Proposal

Tom Kelly presented a draft New Policy for awarding tuition benefits. Tuition Benefit changes are not being presented for cost reasons. Tom explained that Loyola faces several important issues regarding benefit costs, including active and retiree health costs in order to maintain a balanced University budget. He has discussed and has wanted to make the proposed changes in the tuition benefit for two years. The tuition benefit is valuable and meaningful to employees and our current policy and procedures "give" what is valuable to us away without regard to value. One important by-product of offering tuition benefits is retention of employees, and the suggested policy change makes the benefit contingent on service to the University, and this would be similar to other universities' tuition benefit policies. He explained the policy change has been given to staff and faculty committees for input and changes and terms are negotiable.

Highlights of changes include the following:

Eligibility
Employees hired or retired on or before June 30, 2003, would continue eligibility for the benefit as they do now. Employees hired on or after July 1, 2003, must work one continuous year before participating, and must work three continuous years before dependents may participate in the benefit.

Employees who retire on or after June 30, 2003, are 60 years old and have continuously worked for ten years receive full tuition benefits. Employees who retire on or after July 1, 2003, are not eligible for the benefit.

Academic Programs Covered
In addition to changes in eligibility, there will be changes to the academic programs covered under the new policy for all. Existing employees will be grandfathered into programs in which they are currently enrolled but others (existing and new employees) future enrollment will be governed by the new program requirements. The new restrictions intend to draw a "bright line" distinction between schools or programs covered. There are no tuition benefits for the following programs effective July 1, 2003: MD (medical doctor), JD (Juris Doctor), MSW (masters of social work), PhD, and non-credit thesis supervision. Employees currently participating in the PhD benefit will continue eligibility through July 30, 2006. Dependents must complete 30 credit hours at Chicago-area campuses prior to applying the benefit for Rome campus coursework effective August 1, 2003.

The committee had a lengthy and a far reaching conversation about the history, implications and results of a proposed change like this one. Some comments include:

• In the 1970's Loyola had a 3-year service requirement before employees could participate in the dependent benefit.
• Another expressed concern that now is the wrong time to require service before receiving the benefit, and that the current benefit still attracts strong candidates. If the benefit is modified, top applicants will look elsewhere. She explained that Loyola has a bad reputation as an employer and the policy change would be stripping another benefit.
• One member said it's reasonable to expect an employee to plan ahead regarding financing for a dependent's college career, and didn't find the 3-year service period unreasonable.
• A few committee members suggested implementing the proposed policy change at a later date, and another seconded this idea.
• One commented that if we weren't going to save money why go through such a change of policy. The committee member found the retiree and dependent benefit changes unfavorable, and thought one year of service for the employee benefit was reasonable.
• A general concern about changes in benefits like this was raised because of a general concern that staff salaries are severely "under-market"; therefore withholding the tuition benefit would contribute to turning away viable candidates who may have been attracted to Loyola's current tuition benefit policy in spite of low salaries.
• Another shared a concern that the University has mistreated faculty and staff in terms of reduction in force, not following through on promises to faculty and staff, undermining of ethics, mission and community at a Jesuit, academic institution. He supported the idea that faculty and staff are underpaid, and that Loyola employees stay for reasons other than salary, one of those being the current tuition benefit.
• A lengthy discussion of University salaries ensued with a general notion that we should look for a way to begin to study this issue and make recommendations.

Next Steps:

• It was agreed that the committee would work through entire tuition benefit at next meeting and make any and provide recommendations & rationale for acceptance or changes in whole or part of policy.
• Tom Kelly was asked to bring some data on # Loyola employees using tuition benefit in first year of employment, and # employees' dependents using tuition benefit in employee's first three years of employment.
• A future agenda topic should include preparation or study of salaries at comparable universities, such as Creighton, Georgetown, Northwestern and others.
• Agenda will be resumed at next meeting, including staff LOA (Leave Of Absence) policy and staff grievance policy. See meeting schedule:

Meeting adjourned 1:45pm.

Next Meetings:
Thursday, May 1st, 12:00-1:30pm, Alumni Gym, George Ireland room 1st floor, Lake Shore Campus

Thursday, June 12th, 1:00-2:30pm, School of Law, conference room, Water Tower Campus.