Human Resources News & Events
November 9, 2021
COVID-19 VACCINE MANDATE
All Employees, including Student Employees,
In light of the message shared on Monday, November 8, that the federal government changed its guidance once again which prompted us to make another slight adjustment to our plan. Under guidance released last Thursday, employees are required to receive both shots of a two-dose vaccine, or one shot of a one-dose vaccine, by Jan. 4. We will continue to work with employees who have shown a good faith effort to become fully vaccinated by Jan. 4: letter.
Below you will find the instructions to upload your vaccination card as well as instructions how to file for a medical or religious exemption. For processing and planning purposes, employees are asked to upload their vaccination record or submit the exemption request by the end of day, December 3rd. While these deadlines were originally set for November, the university is able to provide extra time to submit documentation since the University’s deadline to comply has been extended.
Instructions for Submission of Vaccination Record and Requests for Exemptions: https://coronavirus.olemiss.edu/employee-vaccine-mandate-information/
HR and EORC are committed to assisting with questions regarding submissions of vaccination records and the medical and religious exemption process. In addition to the group setting information sessions held last week, we are both available to meet 1:1 to address any questions or concerns.
Register for a 1:1 session with either of us.
The meeting will default to a Zoom meeting; however, we can adjust the request to an in-person meeting.
Schedule a time to meet 1 on 1 with Kimberly DeVries, Equal Opportunity & Regulatory Compliance:
Schedule a time to meet 1 on 1 with Andrea Jekabsons, Human Resources:
We are committed to providing these opportunities to answer your questions as best we can. As with everything else with COVID, the landscape is always shifting and the university is addressing the unknowns as we encounter them.
We also recognize that you are facing challenges personally and professionally as the university navigates how to implement this decision mandated by the federal Executive Order.
Thank you for doing your part to help the university comply with the Executive Order.
Chief Human Resources Officer
Department of Human Resources
Director of Equal Opportunity & Regulatory Compliance
Equal Opportunity & Regulatory Compliance
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.
All policies are available at policies.olemiss.edu.
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
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 email@example.com with any urgent questions.
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:
Form 19 Permission to Take Course
Form 9 Outside Employment
General HR inquiries, including performance-related questions
Benefits-related forms and inquiries
Search Committee inquiries
Student Onboarding concern/questions
Wage garnishments and employee verification
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.