SYLVIA M. CHAPMAN

• Launched a new program known as The Alternative Work Program (AWP), a mutually agreed-upon program established by my company and negotiated with Local 689, for the purposes of providing alternative work assignments to employees who have been held off from work by our Occupational Health and Wellness (OHAW) office and who have been determined to be eligible for program participation.
• Supervise three to seven employees over a 30-day rotating period.
• Receive referrals from OHAW for new, eligible program participants.
• Work with the employee’s department to determine the alternative work assignment, and reporting schedule.
• Making a written offer of alternative work assignment to the eligible employee
• Create new participant file folders

• Inform the employee’s supervisor/manager and OHAW when an employee refuses an available assignment.

• Validate employees’ attendance in the alternative work assignment. Ensures that “run pay” is identified on the AWP timesheets when an employee is eligible to receive the same.

• Receive notice from OHAW when employees should be removed from program due to being returned to full duty, the end of the 30-day AWP entitlement period, or for failure to

produce required documentation at established intervals.

• Coordinate weekly reporting of AWP eligibility based on the employee's attendance in their alternative work assignment with OHAW who will authorize the payment of approved

Administrative Leave.

• Inform the employees department management if their employee has accepted or declined an available AWP work assignment after it is offered.

• Accurately accounting for AWP participants payroll throughout their period of participation.

• Record participants daily reporting status through the AWP Check In and Check Off voicemail

process throughout their period of eligibility.

• Follow up with any employee who do not accurately complete the required Check In and

Check Off procedures, or who do not properly report absences from their AWP assignment on a

scheduled work day.

• Acting as the liaison between all relevant stakeholders to include the AWP Participants, AWP

Assignment Supervisors, OHAW, Department Personnel Administrators, and the employees

Division Managers throughout the period of AWP participation.

• Ensuring that all program rules are strictly adhered to and are fairly enforced, while also

assisting in addressing performance, disciplinary, and/or safety related issues or concerns

• Monitor employee and department level compliance with policies and procedures related Absenteeism, Return-to-Work, and Fitness for Duty programs.
• Reviews employee work records and decides if the employee is compliant with Attendance Policy rules and refers cases of non-compliance to the proper internal work units.
• Manage the Centralized Absence Intake System for bus and train operators.
• Tracks employee absences and applies the proper mitigation and disciplinary steps throughout the absenteeism process when employee proves non-compliance to ensure division management is notified of the proper recourse.
• Ensure that covered employees follow Fitness for Duty program requirements, to include periodic safety sensitive medical evaluations and tracking, ensuring that employees who do not comply are identified and subsequently removed from service.
• Reviews, collects, and analyzes confidential and sensitive information related to employee's status and absence reasons. Ensures that all steps taken by management are in line with applicable state and federal guidelines and laws.
• Liaison between support offices, division management and the employees to ensure that each functional area has the right level of information about an employee's absences from work (both short and long term). Ensures that documented information is sufficient, prompt and follows the medical standards.
• Communicates with employees (verbally and in writing) to ensure that they are aware of attendance and return to duty requirements. Prepares memorandums, letters and other official communications which are used to inform employees of their responsibilities.
• Validates that employees returning to work from long-term absences have passed the required positive return to work checks in place within Operations prior to performing safety sensitive duties.
• Manage the Return-to-Work hotline to ensure all issues from operators and management are overseen in an appropriate time frame with the highest priority.
• Perform weekly audit analysis on employee absence records to ensure the accuracy of each absence and thoroughly research any discrepancies found.
• Develop and document audit findings for absences and leaves of absences.
• Works on special and ongoing projects.
• Acts as the department liaison with internal and external stakeholders on various administrative and research assignments.
• Provided guidance to all division for patterns and discrepancies in the absence analysis.
• Collaborate with stakeholder to determine the appropriate work life balance for bus and rail operators and supervisors through various outreach initiatives.
• Performed in in-depth vetting processes of employee absences to ensure they are true and accurate before being referred to the absence monitoring program under the guise of case management.
• Analyze FMLA approvals and denials when auditing absences to ensure the accuracy of the employee occurrences and filed all employees FMLA requests in their perspective electronic folders.
• Conduct interviews with employees to ensure they were properly placed in the absence monitoring program for not following their Attendance Policy under the guise of case management.
• Facilitate quarterly training to the leadership, and operation employees’ teams of the bus and rail divisions on the current Attendance policy for the local 689/922 union and well as a refresher of the Centralized Attendance Intake Center.

• Worked with the HRIS Analyst and other HRIS Staff in reviewing, verifying, and entering employee personnel data into the HRIS system.
• Aids in conducting basic requirements analysis and documentation, testing and deployment of HR, Benefits, and Payroll applications, interfaces, and related business processes, including maintenance, enhancements, upgrades, and new development of the HRMS, as well as other subsystems.
• Participates in the on-going implementation, maintenance, and reporting needs of the HRMS.
• Supports functional client areas including Compensation, Benefits, Recruitment and Staffing, Payroll, Finance, and other Human Capital entities.
• Aids in finding ways to improve/reengineer processes or automate functions to improve employee productivity.
• Prepares basic statistical summaries and special reports related to compensation, benefits, and performance.
• Researched and assembled data from a variety of routine and complex data sources and prepare reports.
• Performed various staffing duties such as recruitment, new hires, and onboarding.
• Managed the processing of contracted employee profiles, vetting, background clearance and accounts.
• Verified background clearance, creates employee ID numbers, usernames, and email addresses through excel spreadsheets to send to the IT Office.
• Processed Audit reports to clean up data and employee information.

• Supply verification of employment requests and file reviews for current and past employees.
• Attended various recruitment events along with staffing to aide in reaching perspective employees.
• Aids in the preparation of eligibility determinations.
• Performed various staffing duties such as recruitment, new hires, and onboarding.
• Gathered and compiled medical reports and records for use by hearing examiners, attorneys and others in disability and death benefit cases.
• Performed data entry as well as development of standard operating systems, records, forms, and other documents for use in Human Resources.
• Processed sensitive and confidential information.
• Knowledge of FMLA, ADA, benefits, certification, tuition reimbursement, and employee evaluations.
• Function as a member of the Covid-19 Taskforce with responsibility for identifying and assessing the support needs for urgent situations and crisis intervention.
• Served as delegate for Metro Baltimore Council AFL-CIO.
• Work with Payroll and other departments to ensure that data is communicated and transferred between the Human Resources, Payroll, and other stakeholders in a prompt and productive manner.
• Keeps abreast of current policies related to Human Resources.
• Perform other duties as assigned.
• Analyzed college transcripts.
• Managed and approved salary increases and changes.
• Responsible for processing salary change forms to include corrections, updates, promotions, and demotions changes.
• Supplies resolutions for all certification, benefits, and compensation inquiries.
• Coordinates and administers the collection and delivery of the department’s budget information for tuition reimbursement. Maintains accurate budgetary records for reporting and forecasting purposes.
• Lead call center specialist for all phone calls and electronic correspondence.
• Managed the onboarding of new hires to include fingerprinting, orientation to discuss benefit options, certification requirements, tuition reimbursement policies, union information, and state and city retirement policies.
• Supplied administrative support for certification and compensation.
• Acts as the department liaison with internal and external stakeholders on various administrative and research assignments.
• Provides administrative support by performing a variety of complex and confidential administrative duties.
• Serves as back-up tuition reimbursement associate as needed.
• Trained new employees on the expectations and requirements of the employee engagement assistant.
• Uses proper judgement and discretion to decide the course of action for resolutions.
• Coordinate annual milestone events for the district.
• Prepare, revise, and compose documents as needed.
• Performed various staffing duties such as recruitment, new hires, and onboarding.
• Maintain the records room through filing, organizing, and cleaning up.
• Using HEAT to create tickets to properly assign email inquiries and external phone calls.
• Develop and support ability through ongoing professional development opportunities.
• Keeps abreast of current policies related to human capital.
• Maintains confidentiality of sensitive information.
• Attended recruitment and career fairs.
• Acting supervising lead for Human Capital Call Center.
• Reviewed employee transcripts and financial statements to make sure it aligned with tuition costs and grade requirements, processed applications.
• Supported senior leadership by producing reports and advising on reimbursements for quick resolution.
• Performed various staffing duties such as recruitment, new hires, and onboarding.
• Aided in ensuring compliance and implementing policies and procedures that would positively affect tuition reimbursement processed.
• First point of contact for all phone calls and electronic correspondence.
• Maintained the records room when assigned.
• Used HEAT to create tickets to properly assign email inquiries and external phone calls.
• Kept abreast of current policies related to human capital.
• Maintained confidentiality of sensitive information.
• Attended various recruitment events along with staffing to aide in reaching perspective employees.