Leigh Richards has been a writer since 1980. Her work has been published in "Entrepreneur," "Complete Woman" and "Toastmaster," among many other trade and professional publications. She has a Bachelor of Arts in psychology from the University of Wisconsin and a Master of Arts in organizational management from the University of Phoenix.

The University offers several online tools to help you better understand and manage your department's budget.

Web*Financials

The Web*Financials suite helps you track all aspects of your department’s finances. Comprised of several smaller tools, including Web*Finance, Web*Salary, Web*Budget, and Web*Merit, the Web*Financials suite allows you to monitor and manage your budgets, salaries, and merit increases online.

We offer in-person training sessions for Web*Finance and Web*Salary, the two primary sections of the Web*Financials suite. To learn more about the two sessions or to register, please visit our Online System Training for Managers page.

We also have an online guide for using Web*Salary, a tool that allows you to manage and track your department's salaries, and an online guide for using Web*Merit, a tool for managing merit-based salary increases.

Drexel Careers (PageUp)

Drexel Careers, powered by PageUp, helps managers and members of Human Resources easily collaborate on the search and hiring process for new benefits-eligible professional staff and faculty positions. Please review this Drexel Careers Resources webpage for more information. You can also contact your Human Resources Business Partner with any questions.

Organizational Charts

The Org chart software allows you to view and search the University's org charts, including information on chains-of-command, employee contact information, and if you have access to Web*Salary, employee salary information. For more information about using the organizational chart software, read the User Guide [PDF].

Aug. 17—The Department of Land and Natural Resources said it "is re-deploying" the state water resource administrator who was at the center of a delayed decision to divert water from Upcountry Maui land to help firefighters as the Aug. 8 wildfires began to take hold around Lahaina.

In a brief statement Wednesday night, DLNR officials said Kaleo Manuel, first deputy of the Commission on Water Resource Management, was being reassigned so that the commission and the department can "focus on the necessary work to assist the people of Maui recover from the devastation of wildfires.

"This deployment does not suggest that First Deputy Manuel did anything wrong. DLNR encourages the media and the public to avoid making judgments until all the facts are known," the statement said.

On Aug 10, West Maui Land Co. sent a letter to Manuel describing the events and communication problems that resulted in delaying the diversion of streams to fill reservoirs with water that could be made available to fight the Aug. 8 fire.

Glenn Tremble, an executive with West Maui Land, declined to comment on his letter Tuesday, but a copy was obtained by the Honolulu Star-Advertiser.

According to the letter, although the initial fire was contained at 9 a.m. Tuesday, there were reports of fallen power lines, fierce winds, electrical outages and low reservoir levels, prompting the company to reach out to the commission to request approval to divert more water from streams so it could store as much water as possible for fire control.

Instead of approving the request, CWRM asked the company whether the Maui Fire Department had requested permission to dip into the reservoirs and directed executives to first inquire with the downstream user to ensure that his loi and other uses would not be impacted by a temporary reduction of water supply.

Communications were spotty, the letter said, and the company had already tried unsuccessfully to contact the sole downstream user. By around 3:30 p.m., a flare-up shut the Lahaina Bypass.

"At around 6:00 p.m., we received CWRM's approval to divert more water," Tremble wrote. "By then, we were unable to reach the siphon release to make the adjustments that would have allowed more water to fill our reservoirs.

Last summer, the commission designated the entire Lahaina Aquifer region as both a Surface Water and Ground Water Management Area. The designation, according to DLNR, gives the commission "the tools needed to identify genuine uses, evaluate impacts and waste, address public trust priorities and balance needs, implement alternatives and plan for drought conditions."

As part of the designation, in-stream flow standards were developed and designed to leave enough water for all users, including Native Hawaiian kalo farmers.

For decades, Native Hawaiians and environmentalists in West Maui and across Hawaii have been fighting to reverse the way water has been diverted from downstream users, a practice that was started by the large plantations.

DLNR said in its Wednesday statement that it "will have no further comment on this matter."

CNN  — 

The Biden administration is releasing new guidance and “legal resources” for colleges and universities that want to ensure student diversity in the admissions process after the Supreme Court gutted affirmative action in June.

“This is a moment of great urgency in higher education,” Secretary of Education Miguel Cardona said during a call with reporters Monday morning.

He criticized the court’s ruling for taking away “a tool that colleges have used for decades to build diverse campus communities and create equitable opportunities for students of all backgrounds,” and said past state-level bans on affirmative action led to fewer students of color applying and being admitted to college.

The new guidance from the departments of Justice and Education basically boils down to: Colleges and universities are allowed to consider how race has impacted a student’s life, but they are not allowed to use overall demographic data to influence their admissions decisions.

“The Supreme Court’s opinion recognized what we know to be true, that race can be relevant to a person’s life or lived experience and they impact one’s development motivations, academic interests or personal or professional aspirations,” Associate Attorney General Vanita Gupta told reporters. “That impact can still be considered in university admissions.”

An official with the Department of Education explained the guidance was “explicit” that admissions officers “are not, by the court’s decision, prevented from learning an individual applicant’s race.”

It also includes other steps institutions can take to increase diversity in a student body. For example, institutions can conduct targeted outreach and recruitment in underserved communities. They can also collect and consider demographic data – even if their admissions decisions cannot be influenced by that data – and can run programs to “support the retention and success of students of diverse backgrounds.”

“Remember,” Cardona said, “nothing in the court’s decision denied the value of diversity and education.”

Gupta said that while the decision “changes the landscape for admissions in higher education, it should not be used as an excuse to turn away from long-standing efforts to make those institutions more inclusive.”

“We will continue our fight to ensure that students, in particular, and society as a whole reap the benefits of that diversity,” she said.

The Department of Education also plans to issue a comprehensive report later this year on the “most effective and promising strategies for colleges to lawfully cultivate diverse applicant pools and achieve diverse student bodies,” Cardona added.

“This moment demands the same courageous commitment to equal opportunity and justice we saw from leaders at the height of the Civil Rights Movement,” he said.

Administration officials have been scrambling to offer resources to colleges that had their admissions processes upended by the decision. Earlier this month, the administration hosted the National Summit on Equal Opportunity in Higher Education to find ways to support colleges that want to promote diversity.

PURPOSE

This policy identifies the conditions under which eligible Faculty or Professional Staff Members may take leave under the Federal Family Medical Leave Act of 1993 (FMLA) and includes the application, certification and approval processes.

APPLICABILITY

This policy applies to all eligible Faculty and Professional Staff Members, including Professional Staff Members affiliated with a collective bargaining unit and who meet each of the following conditions:

1. employed by Drexel for at least twelve months, either consecutive or non-consecutively.
2. has worked at least 1,250 hours (60% FTE) during the twelve-month period prior to the start of Family Medical Leave.

IMPLEMENTATION

Implementation of this policy is the responsibility of the Department of Human Resources in conjunction with the Designated Third-Party Administrator.

ADMINISTRATIVE OVERSIGHT

The Executive Vice President, Treasurer and Chief Operating Officer is the Drexel University official responsible for the administration of this policy.

POLICY

Act Provisions/Compliance

1. Drexel complies fully with the Federal Family and Medical Leave Act (FMLA) to provide its Faculty and Professional Staff Members up to 12 weeks of job-protected leave in a rolling 12-month period for their own or a family member's serious or chronic medical condition(s).
2. FMLA allows up to 12 weeks of unpaid leave in a rolling 12-month period for one or more of the following reasons:
   • a Faculty or Professional Staff Member's own chronic health condition, including disability due to pregnancy and/or post-partum;
   • the birth and care of a Faculty or Professional Staff Member's newborn child (leave must conclude within 12 months after birth);
   • the placement of an adopted son or daughter or a foster child with a Faculty or Professional Staff Member (leave must conclude within 12 months after placement);
   • the care of a Faculty or Professional Staff Member's immediate family member (spouse, child or parent) with a serious health condition;
   • a Faculty or Professional Staff Member's own serious health condition that makes him or her unable to work.
   • Drexel also offers up to 26 weeks of leave to Faculty and Professional Staff Members who provide care to wounded U.S. military personnel and 12 weeks of FMLA leave to the immediate family members of soldiers, reservists and members of the National Guard who have a “qualifying exigency” as defined below.

DEFINITIONS

Benefit eligible refers to full-time or part-time Drexel Faculty and Professional Staff Members who are eligible to receive Drexel paid benefits (e.g. medical coverage, leave accrual, etc.).  Full-time Faculty working 12 or more credit hours in three or more quarters (or equivalent workload) and full-time Professional Staff Members are regularly scheduled to work 40 hours per week. Part-time Faculty with at least a 50 percent appointment and part-time Professional Staff Members are regularly scheduled to work at least 20 hours per week but less than 40.

Designated Third-Party Administrator is the Drexel-chosen provider for FMLA Leave administration.

Faculty Member is defined as an individual employed by Drexel University in a tenured, tenure-track, non-tenured track or adjunct position who teaches within any college, school, center or institute in the University.  A Faculty Member is deemed to be exempt under the provisions of the Fair Labor Standards Act (FLSA) and/or applicable state law.

Health-care Provider is defined as a doctor, podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse midwife, clinical social worker, physician assistant, Christian Science practitioner, or a chiropractor.

Intermittent Leave is defined as any portion of a day that a Faculty and Professional Staff Member must take off for a chronic condition. The FMLA allows Faculty and Professional Staff Members to take leave for as little as one hour.

Intermittent Leave is defined as FMLA time taken in smaller increments of time, not on a continuous basis, for a qualifying reason. The FMLA allows Faculty and Professional Staff Members to take leave in as little as 15-minute increments.

Professional Staff Member is defined as an individual employed in any non-faculty category by Drexel University, including an individual who is deemed to be either exempt or non-exempt under the provisions of the Fair Labor Standards Act (FLSA) and/or applicable state law.

Qualifying Exigency is defined as one or more of the following:

• short notice (seven days or less) of deployment, military events and related activities;
• childcare, school activities, financial and legal arrangements, counseling, rest and recuperation, post-deployment activities; or
• any other events which arise out of the covered military member's active duty or call to active duty status that the employer and Faculty and Professional Staff Member have agreed upon

Serious Health Condition is defined as an illness, injury or impairment, or physical or mental condition that involves either inpatient care or continuing care by a health-care provider. Continuing care can include:

• a period of incapacity requiring absence of more than three calendar days that involves continuing treatment by a health-care provider;
• Pregnancy and time needed for prenatal visits;
• a chronic health condition, such as asthma or diabetes;
• a long-term condition such as Alzheimer's; or
• multiple treatments by a health-care provider for a condition that likely would result in incapacity of more than three consecutive days if left untreated (such as physical therapy for a back injury)

Spouse refers to any individual who is lawfully married to an employee.

PROCEDURES

Administration

Family and Medical Leave (FMLA) program is administered by the Office of Human Resources in conjunction with the Designated Third-Party Administrator.

Request for FMLA

1. Eligible Faculty and Professional Staff Members may apply for FMLA by following the guidelines provided on the Human Resources site: Leave of Absence. 
2. Faculty and Professional Staff Members seeking FMLA leave are required to provide at least 30 days prior written notice of the proposed leave. When advance notice is not possible, such as in the event of a medical emergency, notice should be provided as soon as practicable. Failure to provide advance notice where foreseeable may delay or postpone the commencement of the leave.
3. When an eligible Faculty or Professional Staff Members contacts the Designated Third-Party Administrator to apply for FMLA, the Designated Third-Party Administrator will request the necessary information, instruct the Faculty or Professional Staff Member on follow-up and grant provisional approval (in writing) of the FMLA leave. The Designated Third-Party Administrator will also send the medical certification form to the Faculty and Professional Staff Member for completion by their health care provider.
4. Once a medical certification is requested by the Designated Third-Party Administrator, the Faculty or Professional Staff Member must provide it within 15 business days. Failure to provide requested medical certification will result in denial of the request. Denied requests cannot be reopened for the same condition.

Employee Notices

1. If the FMLA request is approved, the Faculty or Professional Staff Member must notify his or her immediate supervisor of the impending leave and the expected duration.  However, the Faculty or Professional Staff Member is not required to reveal or discuss the details of the medical condition. It is recommended that Faculty or Professional Staff Members only discuss medical details with the professionals at the Designated Third-Party Administrator or a member of the Human Resources department.

Certifications

1. If is based on a serious health condition, whether it involves the Faculty and Professional Staff Member or an immediate family member (parent, spouse or child), medical certification from a health care provider will be required. Failure to provide such certification may result in a delay of the Faculty or Professional Staff Member's leave.
2. When medical certification is required, that certification must be provided within fifteen (15) calendar days of the Designated Third-Party Administrator's request.  Drexel reserves the right to require recertification of a medical condition every 30 days.  When a Faculty or Professional Staff Member learns of a change in the anticipated length of an approved FMLA leave, the Faculty or Professional Staff Member must notify the Designated Third-Party Administrator within three (3) business days of learning of such a change.
3. Drexel reserves the right to obtain a second opinion by a certified health care provider at any time and chosen by Drexel. Should the two opinions conflict, Drexel may require that the Faculty or Professional Staff Member obtain the opinion of a third health care provider paid for by Drexel. The third health care provider will be designated or approved jointly by Drexel and the Faculty or Professional Staff Member. The decision of the third provider will be final. Failure to submit to a request for a second opinion or to attend the independent medical examination may result in a delay of approval or denial of FMLA leave and/or revocation of currently approved FMLA leave.
4. In addition, when returning to work from a leave taken because of the Faculty or Professional Staff Member's own serious health condition, the Faculty or Professional Staff Member will be required to provide medical clearance that the Faculty or Professional Staff Member is fit to return to work.

Duration of FMLA Leave

1. Eligible Faculty and Professional Staff Members may be entitled to up to twelve (12) weeks of unpaid leave during any rolling 12-month period. The period from the previous twelve months will be examined and any Family and Medical Leave taken during the previous twelve-month period will be subtracted from the current twelve-week Family and Medical Leave entitlement. For example, if the Faculty or Professional Staff Member requests a leave scheduled to start on October 1, 2020 the time period from September 30, 2020 back to October 1, 2019 would be examined. If the Faculty or Professional Staff Members has not taken any leave during the last twelve months, they are entitled to up to twelve weeks of FMLA leave. If, the Faculty or Professional Staff Member took six weeks of FMLA leave during May and June of 2020 (months within the twelve- month time frame) they would be entitled to only six more weeks of leave.
2. In certain circumstances, Faculty and Professional Staff Members may take intermittent leave. Intermittent leave may be taken whenever medically necessary to care for a seriously ill family member or because of the Faculty or Professional Staff Member's own serious health condition. For example, a Faculty or Professional Staff Member who normally works 40 hours a week may work 20 hours a week for 24 weeks (12 x 40 = 24 x 20). For part-time Faculty and Professional Staff Members and those who work variable hours, the leave entitlement is calculated on a pro-rated basis. For example, a Faculty or Professional Staff Member who normally works 30 hours a week could work intermittently for 20 hours a week for 18 weeks (30 x 12 = 20 x 18).
3. FMLA applies equally to all Faculty and Professional Staff Members regardless of gender. When both spouses are employed by Drexel, they have the same rights and obligations under this policy as any other eligible Faculty or Professional Staff Members.  Each spouse is entitled to 12 weeks of FMLA leave for the birth and care of their newborn child, or for the care and placement with them of a child for adoption or foster care.  Leave for the birth and care, or placement and care of a child must conclude within 12 months of the birth or placement of the child.
4. While employees are on an approved FMLA leave, they are relieved of all work duties and are not required to perform any duties for the duration of their leave. There will be no punitive action taken against a faculty or professional staff member as a result of time taken under FMLA.

FMLA Expanded for Military Leave

1. Eligible Faculty or Professional Staff Members who are caregivers of wounded military personnel may take up to 26 weeks of unpaid leave during a rolling 12-month period to provide care for an injured U.S. military service member. The Faculty or Professional Staff Member must be a spouse, child, parent, or nearest blood relative of the service member.
2. Faculty and Professional Staff Members whose family members are about to go on active military duty may be eligible to take up to 12 weeks of unpaid leave for any qualifying exigency while the Faculty or Professional Staff Member's spouse, son, daughter, or parent is on active duty in the armed services or is called to active duty in support of a war or national emergency.

Compensation for Professional Staff Members when using Paid Leave

1. When a Professional Staff Member takes FMLA leave, they are required to use all of their available paid time during the FMLA leave. The Professional Staff Member will be required to exhaust all available paid time in the following order: sick time, then vacation time, then personal time, at the beginning of the leave.
2. Professional Staff Members who have elected short-term disability will use their available sick, vacation and/or personal time to satisfy their elimination period in accordance with their short-term disability election. Should the Professional Staff Member exhaust their accrued sick and/or vacation time, and there is no short-term disability election, the remainder of the leave, if any, will be unpaid.
3. Paid leave will run concurrently with FMLA time.
4. Professional Staff Members who remain on Drexel's payroll while using their available sick, vacation and/or personal time will be considered active pay status and will continue to accrue sick and vacation time.
5. Professional Staff Members who are not being paid by Drexel (e.g., receiving short-term disability payments from the Designated Third-Party Administrator, or have exhausted their paid leave) are considered to be in an “inactive pay status,” and accruals for sick and vacation time will cease.

Compensation for Faculty Members

1. A Faculty Member who completes the first year of full-time employment is eligible to receive up to six (6) weeks of salary continuation depending on the duration of their approved FMLA leave. A Faculty Member who completes the second year of full-time employment is eligible for up to twelve (12) weeks of salary continuation depending upon the duration of their approved FMLA Leave.
2. For Faculty Members who are not eligible for salary continuation for the duration of their leave, short-term disability may be utilized through The Designated Third-Party Administrator, if the Faculty member purchased coverage.

Faculty Member Teaching and Workload

1. Both, before and after a Faculty Member goes on Family Medical Leave, no extra duties above his/her normal workload shall be expected or required; at all times, the Faculty Member shall be assigned duties commensurate with his/her normal workload. There will be no punitive action taken against a faculty member as a result of time taken under FMLA.
2. In the event that the leave period spans two academic terms, the Faculty Member may be relieved from teaching duties for both terms at the discretion of his or her department head and dean. Outside of the twelve weeks of leave over those two academic terms, the Faculty Member will be responsible for his or her standard non-teaching duties such as research, scholarship, and creative work, as well as professional development, advising, administrative duties, and committee assignments.
3. Tenure-track Faculty Members may be eligible for extension of the pre-tenure period in the event of exceptional circumstances that may be related to circumstances covered by this policy. Tenure-track faculty members are eligible for an automatic one-year extension of the pre-tenure period for after each birth or after each adoption. Please refer to the Tenure and Promotion Policy [PDF].
   

Benefits During Leave

1. During any FMLA leave, Drexel will maintain the Faculty or Professional Staff Member's health insurance with the same conditions that coverage would have been provided if the Faculty or Professional Staff Member had been continuously employed during the entire leave period. Drexel and the Faculty or Professional Staff Member will each continue to pay their portion of the benefit costs. Drexel may recover premiums from the Faculty or Professional Staff Member it paid to maintain health coverage for a Faculty or Professional Staff Member who fails to return to work from FMLA leave.
2. University-paid life insurance, and personal accident insurance, accidental death and dismemberment, and long-term disability insurance will continue in effect for the duration of FMLA leave.
3. A Faculty or Professional Staff Member who was participating in a dependent-care or health-care flexible spending account may continue to participate in accordance with policy provisions. No contributions can be made while the Faculty or Professional Staff Member is on any unpaid part of an FMLA Leave.
4. Retirement plan contributions will continue in accordance with the provisions specified in the respective retirement plan documents.
5. FMLA benefits run concurrently with benefits provided by Worker's Compensation.

Return from Leave

1. Faculty and Professional Staff Members are required to notify their immediate supervisor and Designated Third- Party Administrator of their anticipated return to work date. Faculty or Professional Staff Members who are unable to return to work at the end of the leave should notify Human Resources and their immediate supervisor as soon as possible.
2. Faculty and Professional Staff Members returning from leave will be reinstated to the same or equivalent position, with equivalent pay, benefits, and other terms and conditions of employment. Following the exhaustion of the 12 weeks of FMLA Leave, failure to return to work without communication from the Faculty or Professional Staff Member to their immediate supervisor and Designated Third-Party Administrator may be considered voluntary termination of employment.
3. Faculty or Professional Staff Members returning from a leave for a serious health condition will be required to provide a medical clearance from a health care provider documenting their fitness to return to work.
4. In addition, except as provided in this policy, a Faculty or Professional Staff Member’s use of FMLA leave will not result in the loss of any employment benefit that the Faculty or Professional Staff Member earned before using FMLA leave. Use of FMLA leave will not be counted against the Professional Staff Member as an “occurrence” under Drexel’s Attendance Policy.

AT-WILL EMPLOYMENT NOT AFFECTED

Notwithstanding anything to the contrary stated in this policy, nothing herein is intended to alter the at-will status of any Professional Staff Member.  Drexel University at all times retains the right to terminate any Professional Staff Member at any time for any lawful reason, or for no reason at all.