Joyce Wilson

Performs full case management of leaves of absence including scheduling and conducting pre-leave conferences with employees, researching information in Banner and organizing and printing out documentation pertaining to the specific leave being requested. Meets with employees and takes notes detailing the type of leave being requested, the duration of the leave and what pay status the employee will be in during the leave. Provides employees with information regarding applicable leave policies and procedures and prepares employees for leave of absence.

Reviews and confirms that proper medical documentation has been provided. Understands and applys the applicable principles, federal/state laws and regulations to make a determination if leave will be approved/denied.

Organize and maintain all documentation presented to Office of Human Resources for a request for Medical leave. Provide formal notification to affected parties. Maintains a working relationship with other staff by preparing and sending out an announcement to Payroll, the employees home department and HR stating the medically approved leave period. Assists departments with any concerns regarding leave issues.

Processes leave according to type, i.e, paid status, unpaid status, workers compensation. Provide support to departments with payroll submission to ensure proper coding is done on employees time sheet for the duration of their leave.

Serve as a subject matter expert to interpret and guide staff and management on compliance and administration of leave practices.

Serves as point of contact for assigned cases to review confidential or sensitive intake documentation for compliance with leave policy, guidelines and legal requirements. As of March 2020 receive all COVID-19 related documentation. At this time, still the only Human Resources representative named in outgoing communications to employees regarding COVID-19.

Assists with the Fitness for Duty process including inquiring on dates available for testing and then provide that information to be used in communication with employee. Send out communication to employee that provides instructions on what they are required to complete before their appointment. Seek updates from provider to ensure employee is complaint. Report back if more communication with employee is needed.

Resource for HR Labor Dept when they performing a sick leave usage review. Provide information on absences covered under FMLA/NJFLA or if medical documentation was received. If it is determined that an employee is being put on note restriction, will communicate the receipt of medical documentation via email so that the employees' payroll is processed correctly.

Conducts a biweekly verification of usage of Payroll codes against required documentation (e.g. Sick, COVID, Jury Duty, Military, Furlough) If not, communicate with employee to either supply the documentation or recap their time to the proper code. This process aids in keeping misuse of leave codes from happening and prevents employees being paid for time not worked and that policies and procedures were followed.

Coordinates and manages the University's Donated Leave Program. Responsible for verifying eligibility, sending out company wide communication requesting donations and verifying that the donations meet the program requirements. Communicate the amount of donations received to payroll to update employees sick leave record. When employees returns from leave, communicate to payroll so any unused leave can be returned to donors.

Oversee and participate in the processing of Workers Compensation. Supervise the processing of workers comp claims and assist with any concerns that need to be addressed. Responsible for quarterly review and approval of invoice from the Division of Risk Management pertaining to workers comp claims.

Create New Faculty/Staff Records in Banner.

Receive employment applications, resumes and reference letters via employment email and regular mail.

Process name and address changes requiring confirmation that proper documentation is attached.

Verify information and then enter step increments and new anniversary dates into the Banner.

Review deductions and salary adjustments entries on trail payroll and check for inconsistencies and make corrections before payroll deadline.

Work with termination files to confirm deductions have been stopped and assure that file is complete.

Answer phone and provide information/assistance to applicants and current employees.