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Human Resources
University of Mississippi

Human Resources News & Events

January 10, 2022

ON CAMPUS OPTIONS FOR COVID-19 TESTING

FREE COVID-19 testing for symptomatic or asymptomatic students, faculty and staff at the University-Oxford Depot on campus will resume Monday, Jan. 10. Testing will be offered six days a week.

  • Monday through Friday, 3-7 p.m.
  • Saturdays, 12-4 p.m.

To schedule your test:

  • Text “2020” to 833-991-3009 OR click on this link: http://86borders.com/l/68415e8f
  • Complete the Testing Intake Form
  • You will receive a confirmation # to present at the testing site
  • Show up (with your University-affiliated ID) any day, any time during testing hours that week.

See more details here.

The University Health Center also continues to offer COVID-19 testing on campus. Call Student Health at (662) 915-7274 or Employee Health at (662) 915-6550 to schedule a test.

 

December 8, 2021

Message from Chancellor Boyce About Federal Court Injunction of COVID Vaccine Mandate

On Tuesday, December 7, a federal court in Georgia issued a nationwide injunction prohibiting the federal government from enforcing the COVID vaccination mandate for federal contractors, which was set forth in a federal executive order and related guidance issued in September.

The Board of Trustees of the Institutions of Higher Learning (IHL) gave university leaders the authority to follow the federal government’s executive order and related guidance as long as the order was not stayed, delayed or revoked. Since the executive order was stayed, the university is suspending its efforts to require vaccination of our employees. The vaccination requirement for those in an institutional clinical setting, which was permitted through separate board actions taken in August and September, shall remain in effect.

We will continue to monitor any additional developments in the law, including any appeal of the Georgia decision and other court cases related to the vaccination mandate. As courts make their rulings, this situation could change. If the mandate is reinstated by a court, we will adjust our efforts accordingly.

See the full message.

Occasional Work from Home

Occasional “work from home” arrangements may be approved for a variety of circumstances. Examples include, but not limited to, inclement weather, special projects, business travel, or waiting for repair or internet services. These arrangements are approved by the managing supervisor on an as-needed basis only, with no expectation of ongoing continuance.

Other informal, short-term arrangements may be made for employees on family or medical leave to the extent practical for the employee and the organization and with the consent of the employee’s health care provider, if appropriate.

All informal, occasional telework arrangements are made on a case-by-case basis, focusing first on the operational needs of the department and campus. As this arrangement is informal, there is not a formal process to request the occasional, sporadic, as needed, ad-hoc arrangement.

Information regarding for formal, long-term arrangements may be found within the “Flexible Work Location” policy.

Separation of Employment

(including employees transferring out of the department) Process Overview

It is the responsibility of the department chair or head of the department to ensure the separation (offboarding) notifications and forms are submitted for an employee transferring to another unit on campus or leaving the University.

  • Submit a Separation Notification, https://hr.olemiss.edu/separation-of-employment/, alerting the appropriate offices of the upcoming separation or transfer.
  • Submit an electronic, HR Form 3 – Change of Status (for separation of employment from the University), in a timely manner.
  • Complete the Exit Checklist no later than the employee’s last day of employment within the department.

The Department of Human Resources will provide an Exit Questionnaire for the employee to have an opportunity to provide feedback regarding the work experience, supervision, general working conditions, diversity & inclusion.

Benefit-eligible employees leaving the university will receive details regarding their existing benefit plans.  Once an employee receives their last pay check, an employee shall be paid for the unused portion of his/her earned Personal (vacation) Leave to a maximum of 240 hours.

Learn more at:  https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10655838

All policies are available at policies.olemiss.edu.

Work Strategies

Dear faculty and staff,

On Monday, June 7, we’ll celebrate another milestone in returning our campus community to pre-COVID-19 operations. While we may be feeling a range of emotions from excitement to nervousness, rest assured we have been preparing for this day. We are ready to embrace the full vibrancy and energy of our outstanding and collaborative campus working environment! I hope you will take a moment to watch this fun video that captures some of “the enthusiastic energy and boundless positivity” that Chancellor Boyce recently used to describe how our campus efforts go above and beyond in service to the university.

The Human Resources team appreciates and understands that many of our employees never left or have reported to campus either partially or full-time over the past year.

We look forward to seeing you in the office, in the classroom and around campus! And, if you need additional information, I encourage you to visit the Returning to Work on Campus page.

– Andrea Jekabsons
  Chief Human Resources Officer

Forthcoming:

The university’s Work Strategies Task Force is reviewing and updating telework guidelines to be released later this summer. The updated guidelines will include a process for determining whether a position is conducive for telework, and guidance for evaluating an employee’s previous performance as an indicator of a mutually beneficial working arrangement. The guidelines will also include strategies for alternative work arrangements and incorporate lessons from this past year.

A general guide is available as needed; Work Strategies Summer 2021

Reach out to hr@olemiss.edu with any urgent questions.

Email Addresses

Effective 05/03/2021, members of the Human Resources team will no longer accept forms and formal requests to their personal individual email accounts. To ensure that documentation is attended to during times of vacations, attrition, and staff changes, all forms and requests should be sent to the appropriate department email account:

hr@olemiss.edu:
Form 19 Permission to Take Course
Form 9 Outside Employment
General HR inquiries, including performance-related questions

hrbenefits@olemiss.edu:
Benefits-related forms and inquiries

careers@olemiss.edu:
Search Committee inquiries

onboard@olemiss.edu:
Official transcripts
Degree additions/revisions
Student Onboarding concern/questions

payroll@olemiss.edu:
Wage garnishments and employee verification

timesheets@olemiss.edu:
Timesheets

The use of personal individual email accounts is appropriate when following up with the specific individuals.

Thank you for your cooperation!

Members of Department of Human Resources

 

Check out our worksite wellness site, RebelWell@Work!

With such a significant percent of employees’ time spent in the workplace, worksite wellness is essential. Wellness is a lifestyle that encourages good physical and mental health. Programs that focus on worksite wellness ultimately benefit everyone involved: an employee’s quality of life is improved, which supports efficiency and raises quality of work in the workplace.

This is why we have RebelWell. RebelWell is a campus and community wellness program designed to support employees as they adopt and sustain behaviors that reduce health risks, improve quality of life, and enhance personal effectiveness. We offer a variety of activities such as health fairs, medical screenings, nutritional cooking programs, on-site fitness classes, and more. Check out this site to find wellness programs and activities right for you.

 

 


The University of Mississippi provides equal opportunity in any employment practice, education program, or education activity to all qualified persons. The University complies with all applicable laws regarding equal opportunity and affirmative action and does not unlawfully discriminate against any employee or applicant for employment based upon race, color, gender, sex, pregnancy, sexual orientation, gender identity or expression, religion, citizenship, national origin, age, disability, veteran status, or genetic information.

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