Howard University Staff Organization September Newsletter

Howard University Staff Organization (HUSO)

NEWSLETTER September 2015

at-will Will Staff Get Raises This Year?

In this Issue: The Parking Rate Increase......................Pg. 3 Introduction of New Officers.......................Pg 4

So much has transpired at Howard since the last Newsletter. In April as a result of another Reduction in Force (RIF), over 80 our fellow staff members were separated from the University—including HUSO’s Chaplain, Lincoln Brown Jr. In May, the University had an employee appreciation picnic on the yard, and in June we had our quarterly staff meeting with the Vice President of Human Resources and Organizational Effectiveness, Mrs. Carrolyn Bostick. Now, the summer is behind us and a new academic year has begun. Yet, there has been radio silence from the President and his administration regarding the staff raises committed to last fall and expected in July. We know that Faculty received raises again this year in August. At our General Meeting last year on September 17, 2014, Dr. Frederick stated: “We did build a 3% increase in the budget for this year for staff and a 6% for faculty.

We have distributed the faculty increases, we are not in a financial circumstance to fulfill the 3% for the staff, but I will commit to doing that next year...”

Co-Existing On Our Campus.......................Pg 5

We remain hopeful that the commitment will be honored.

Highlights from June 2015 General Meeting........Pg. 6

As you know, there is a 100% increase to our parking rate effective this month. This is—at least in part—a result of the desire of the District of Columbia to reduce the number of cars coming into DC. In order for Howard University’s 2011 Central Campus Plan to receive approval by the DC Government, the University agreed to: “Implement a Transportation Demand Management (“TDM”) Plan to encourage students, faculty and staff to reduce the number of drive-alone trips to the central campus and increase their use of transit and other alternative modes of transportation.” More information on the University’s TDM Plan is provided in this Newsletter.

HUSO Call to Volunteer....................Pg. 7 HUSO Officers Contact Information................Pg 7

2015 marks the halfway mark to the University’s re-accreditation by the Middle State Commission on Higher Education (MSCHE). Over the past year or more the University was engaged in the preparation of the Periodic Review Report. Unfortunately HUSO was not invited to participate in the process at all. During the time that officers of HUSO were meeting monthly with the President and having what we thought were meaningful conversations about staff engagement and participation, we were being excluded as an organization. I have filed a “Third Party Comment” with MSCHE on behalf of HUSO regarding the inequitable treatment continued on page 2

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of non-union staff by the University, the gross lack of transparency, poor communication practices, and salaries.

Also, the document questions why administrative staff at the hospital have access to unionization and we don’t. A copy of the documents sent to Middle States are available at your request. My latest communication with MSCHE indicates that our complaint has been sent to the Evaluators and Dr. Frederick. While the President has responded to all complaints directly to MSCHE, he has not communicated with either the Faculty Senate or HUSO regarding the University’s response to our complaints. We have been told by Middle States that they will repond to our complaints in November 2015 at the end of the Periodic Review Process.

In August, the President requested the names of three individuals to represent HUSO on the President’s Budget Advisory Committee (BAC). We submited three names (see below), from which two will be selected. We are awaiting the names of the representatives selected by the President to serve. The lack of a functioning BAC was part of our complaint to Middle States.

In this issue, in addition to information on the parking rate increase, we introduce two of the newly appointed officers of HUSO, Shaun Johnson, Chaplain and Monique McClung, Corresponding Secretary. Our Chaplain has also written an article on “Co-Existing on our Campus.” As we dive into this year, we look forward to your engagement with HUSO and invite your input and suggestions on ways we can better serve our community.

We encourage your participation and service on one or more of our standing committees, or another volunteer opportunity. We are here for you! with integrity and sincerity,

Leslie R. Harris President

HUSO NOMINEES FOR THE PRESIDENT’S BUDGET ADVISORY COMMITTEE Name

Title/School/College/Unit

Andrea Green

Manager, Finance and Grants Affairs School of Divinity

Justin La Grenade

Director of Finance Office of the Provost, Health Sciences

Maya Shih

Sr. Director for Corporate & Foundation Relations Development and Alimni Relations Vice President, HUSO

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THE PARKING RATE INCREASE Howard University’s Transportation Demand Management (TDM) Plan

In January 2012 a TDM Plan for the Howard University Campus Master Plan (HUCMP) was finalized and submitted to the Government of the District of Columbia to obtain approval of the HUCMP. The TDM plan included an evaluation of the University’s then TDM efforts and investments and development strategies. In it, Howard committed to: “Increase Parking Rates: The University will double its annual parking rates for all users (faculty, staff and students) for its mostin-demand lots (those with peak occupancy measures of 80% or higher, as noted in the 2011 HUCMP Transportation Plan;... for the academic year 2012/13.”1 The TDM Plan outlines several committed actions identified in the District’s zoning approvals for the HUCMP. They include: Increased parking rates, unbundled tenant parking, improve HU shuttles, Increase Smart Benefits Marketing, Fund Capital Bike Share Station, Post TDM Plan, Identify TDM Leader, Install Information Kiosks, Links to Commuter Support Websites, Annual TDM and Parking Surveys, Telecommuting and Flextime.

Under the Support Programs section of the TDM Plan, the University committed to: “Telecommute and Flextime Benefits: The University is in the process of developing formal “Alternative Work Schedules” guidelines, which will define opportunities for telecommuting as well as maintaining non-traditional weekly work schedules. University staff charged with implementing the TDM Plan will ensure that the TDM benefits of various policy options—reducing peak hour travel and parking demand—are considered when developing and implementing these guidelines.”2 The University’s TDM Plan also includes “Discretionary Actions—measures that the University intends to implement in pursuit of its own transportation, development, and sustainability objectives.” Listed among them: Live Where You Work Program: The University will explore the potential to utilize existing “Live Where You Work” programs to boost the proportion of faculty/staff and students living near campus. These programs provide low-interest mortgage loans or a cash payment to be applied at closing to those purchasing a home within a designated distance of where they work.

In partnership with selected DC employers, DC’s Office of Planning will match employer contributions (up to $6,000 per participating employee for down payment and closing cost assistance) to attract and retain DC residents, with the primary purpose of encouraging employees to live close to their place of employment and/or transit.

(For a complete copy of the TDM Plan or D.C. Zoning document email: contacthuso@gmail.com or lrharris@howard.edu)

1 (Source: TDM Plan for the HU Campus Master Plan, Pg. 95) (NOTE: Figure 60 referenced above is a map of the University parking facilities showing supply and peak occupancy by location and is included in this newsletter) 2

(Source: TDM Plan for the HU Campus Master Plan, Pg. 113).

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THE NEWLY APPOINTED HUSO OFFICERS FOR AY2015-16 MONIQUE YVETTE McCLUNG HUSO Corresponding Secretary, 2015 - 2016 Monique Yvette McClung is proud to serve as the Corresponding Secretary for the Howard University Staff Organization (HUSO).

Affectionately called “Google� by her peers and colleagues for her passion of information and thorough research, Monique Yvette joined Howard University in 2012 as a Data Analyst with the Washington Baltimore Hampton Roads Louis Stokes Alliance for Minority Participation (WBHRLSAMP). Sponsored by the National Science Foundation, this program, under the Office of the Provost, seeks to increase the quality and quantity of historically underrepresented minorities attaining degrees in science, technology, engineering and mathematics (STEM). Monique Yvette has brought to the university her experience in public relations, communications and budget analysis, as well as many other abilities. Ms. McClung is a member of Delta Sigma Theta Sorority, Incorporated, and serves on the Editorial Board of the Village Green Co-op newsletter.

Shaun P. Johnson Sr., D.Min. HUSO Chaplain, 2015 - 2016 Dr. Shaun Johnson previously served as Supply Technician at Howard University in the Department of Biology at the College of Arts and Sciences for 5 years. He recently accepted the position to serve as Department Manager. Dr. Johnson succeeds Leonard Clay, who has retired. During his tenure in Biology, Dr. Johnson has worked closely with Dr. Clarence Lee, Chairman, Faculty, Teaching Assistants, Staff, Student Workers, and Students while managing the day-to-day operations. He also works with vendors, consultants, visitors, and the general public externally to assist with schedules, activities, assignments, productivity and financial. Dr. Johnson has applied business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techniques, production methods, and coordination of people and resources. With many accomplishments, Dr. Johnson received his Doctorate of Ministry from Hope Bible College and Theological Seminary in Forestville, Maryland with a concentration in Pastoral Leadership and Care. He serves as Chaplain for Howard University Staff Organization. Dr. Johnson is a leader, husband, and father with a heart for Howard and he is a community volunteer and has participated in numerous events conducted throughout the Washington DC Metropolitan area.

Adrian White, HUSO Financial Secretary (2015 - 2016) will be featured in the next Newsletter

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CO-EXISTING on our Campus

by Shaun P. Johnson, D.Min. HUSO Chaplain

You may have seen the image with the symbols that says, COEXIST. It means to “exist at the same time or in the same place.” Every letter has a symbol that represents a system of thought: The Crescent and Star represent Islam, the Penticle represents Wicca, the Relatively Formula or Male/Female represents Science or Gay Rights, the Star of David represents Judaism, the Karma Wheel dotting the I represents Buddhism, the Tao represents Taoism, and the Cross represents Christianity. On Campuses across the country especially at Howard University, we have a very diverse body of Faculty, Staff, Students, and Leaders in various departments and organizations of different religions and faiths.

Can religions on campus COEXIST? American colleges and universities are located in one of the most religiously diverse countries in the world, and are therefore uniquely situated to provide a context for constructive engagement across lines of religious and worldwide difference. Campus leaders have continuously risen to that challenge by designing educational initiatives intended to promote attitudes, knowledge, wisdom, encouragement, and skills necessary for productive campus citizenship and partnership. Howard University, a historically black college, have flourished to ensure that it’s culture develop interfaith leaders and citizens who are engaged and prepared to serve and lead with others in a religiously diverse society in the 21st century. As we maintain a peaceful atmosphere at Howard, we must bring a clear awareness to the religious and spiritual groups on as well as off campus. Why do religions on campus COEXIST? • •

• •

(57%) of Faculty, Staff and students identify as Protestant, Orthodox, or Roman Catholic Christians.

(12%) of Faculty, Staff and students belong to a faith tradition that is a numerical minority in the United States, including Baha’i, Buddhism, Confucianism, Daoism, Hinduism, Islam, Jainism, Judaism, Mormonism, Native American traditions, Paganism, Sikhism, Unitarian Universalism, and Zoroastrianism. In addition, students identifying as “spiritual” are included here.

(25%) includes Faculty, Staff and students who identify as Agnostic, Atheist, Non-religious, None, or Secular Humanist.

(6%) Faculty, Staff and students chose to respond by writing in a response rather than selecting one of the available options.

In the times we live in, it is evident that there is religious tension – domestically and internationally. Religious wars in our own backyard – internally and externally. I have been a devote Christian since I was young. I have learned to “love my neighbor as myself.” There should be a freedom to practice and share one’s views on campus without a dramatic debate or devastating disagreement. Lesbian, gay, bisexual, and transgender (LGBT) Faculty, Staff and Students are at risk of experiencing religiously-motivated discrimination. Various religions are competing with one another. We all should get along in an educational and social environment if we learn how to “exist in mutual tolerance despite different ideologies or interests.” We must perceive and receive one another on campus by supporting each other through spiritual expression.

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A Few Highlights from HUSO June 2015 General Meeting with Mrs. Carrolyn Bostick, V.P. of Human Resources and Organizational Effectveness and HR Team The Human Resources Department is a business partner at Howard University.

Howard is in the business of education. We want to make sure that the HR strategy is closely linked to what the business is trying to do.

This year HR is working on compliance. HU gets money from the federal government. Requires certain things: HU needs to have an Affirmative Action Plan,Updated Employee Handbook, Bid Process so people can bid on jobs, and need to be transparent so people know how to apply for jobs.

There is training employees are suppose to take that you don’t currently take (there is some training) All employees should have training on Harrassment. Supervisors need training on Title 7 Laws, OSHA training, etc. Working on putting all those type things in place. Once done we will work on Leadership Development, Succession Planning, etc.

Focusing now on getting things in place to provide employees with the necessary services.

HR will be implementing HR Business Partners: There will be people working with Michelle Moon who will be meeting the needs of your supervisors to make sure you get what you need from HR. HR Business Partners are advocates for both HR and the employee so we can communicate with each other, so that no one is suffering in silence. Their job will be to chance down things for you. There will be three of them. One each for General Administration, Academic Affairs and Health Sciences. An announcements will be forthcoming about that.

HR is open for business. If you are interested in an HR career, reach out to us. We are posting jobs. Looking for people who are willing to do more than one thing. Need people who are educated with good/advanced computer skills.

Questions: 1.) Career Path, Here at HU no current career path, is ther a plan to put one in place? We need to develop a career path/career training. We want to do it for both individual contributors and management track. It will take time.

The goal is, if there is a job you are interested in, you should be able to see what skills you need and be able to work towards developing those skills. If we have employees with the necessary skills to do a job, we don’t have to look outside, we can promote from within....

2.) What constitutes a promotion at Howard, it used to be that the job had to be entirely different from your current position? Talking about progressive promotion. Generally there is a career path, i.e. Engineer, gets out of schools, starts out as Engineer 1, in 2 years, Engineer 2, in 5 or so years promoted to Senior Engineer. The art of compensation is to look at how the job has grown around you. Need to look at what you were doing, what you are doing now and to pay your fairly for the work you are doing. Not to over or under pay you, to pay your fairly from a business prespective. You need to make the business case for what you are doing related to compensation. More than a conversation, do your homework.

3.) Notice about confirming wage in People Soft (PS). What was that about? Referring to the D.C. Wage Theft Protection Act. Requires that we inform every employee of their title, work address of employer and rate of pay, opportunities to get premium pay, to clarify what their compensation levels are and what their rights are around pay and compensation. Had 2 1/2 weeks to figure out how to get a notice to all employees to get their signatures on a document confirming their information. Chose to put the notice on the PS Portal. At least met the compliance of notifying employees, now starting the second phase of compliance. Would be helpful if employees would go in PS and update contact information.

4.) Paid time off: Lack of Notification about Christmas and Spring Break Mandatory Leave? There is such a thing as a signature benefit, something that is unique to your emplloyer. The mandatory leave is our signature benefit, it is not going to change. There are a lot of business reasons why HU has that benefit. We do not plan to recommend changing it.

Follow up comments: It was never communicated to all employees that this was going to be the case every year, that has been the frustration. Good to know it now. Recommend that the University communicate it has you have, that it is a signature benefit.

HR also looking at benefits acrual because it is not fair to give you all your leave up front in July and you leave in September (example). Looking to return to the benefits accrual for annual leave.

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HUSO OFFICERS

HUSO Call To Volunteer

Leslie R. Harris, President Phone: 202-806-7596 lrharris@howard.edu Administrator Office of the Faculty Senate

Maya Shih, Vice President Phone: 202-238-2413 maya.shih@howard.edu

HUSO is seeking volunteers who want to make a contribution to our organization. If you would like to become more engaged, connect with other staff members, please consider investing your time, knowledge and creativity in any of the following ways:

Sr. Director for Corporate & Foundation Relations Development and Alimni Relations

Rosemary Pearson, Treasurer Phone: 202-806-6057 rpearson@howard.edu

Join a HUSO Committee for AY2015-16: We are looking for volunteers to work on the following committees: Budget and Finance contact: Adrian White, adrwhite@howard.edu

College of Arts and Sciences Budget and FA Manager

Adrian White - Financial Secretary Phone: 202-806-6904 adrwhite@howard.edu

Bylaws Committee contact: Leslie Harris, lrharris@howard.edu Community Service contact: Maya Shih, maya.shih@howard.edu

Financial Analyst Office of Research Development

Program Committee contact: Monique McClung, monique.mcclung@howard.edu

Alma Kemp, Recording Secretary Phone: 202-806-6700 akemp@howard.edu

Public Relations contact: Shaun Johnson, shaun.johnson@howard.edu

College of Arts and Sciences Administrative Manager

Membership contact: Terry Morris, tsconion@howard.edu

Monique McClung, Corresponding Secretary Phone: 202-865-8566 monique,mcclung@howard.edu

Ways and Means contact: Rosemary Pearson, rpearson@howard.edu and/or Alma Kemp, akemp@howard.edu

Data Analyst WBHR-LSAMP Program

Other opportunities to Volunteer include:

Shaun P. Johnson - Chaplain Phone: 202-806-6933 shaun.johnson@howard.edu

Work on Monthly Newsletter. Help expand our new publication by volunteering as a contributor, editor, etc.

New HUSO Website: we are in the process of setting uo the new website. If you would like to assist let us know.

Department Manager, Biology College of Arts and Sciences

If you have an interest in serving HUSO in any of the above areas, contact us by:

Terry Morris, Sargeant-At-Arms Phone: 202-806-6205 tsconion@howard.edu

1. email: contactHUSO@gmail.com 2. Phone: 202-806-7596

Thank You!

College of Pharmacy Records Technician

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Howard University Staff Organization c/o 525 Bryant Street, NW Room C-119 Washington, DC 20059

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