If the employee can work remotely, the employee should continue to work remotely to reduce the population density for those who are working on campus.
For HR-related questions, contact the Department of Human Resources at 303-492-6475.
- Healthy employees who, according to their department, can conduct their work from home are advised to work from home.
- For researchers, please see https://www.colorado.edu/researchinnovation/research-innovation-office-covid-19-resources
The Families First Coronavirus Response Act (FFCRA) expired December 31, 2020. This information details the resources available for employees beginning on January 1, 2021.
Under APS 5062: Leave, there are new provisions that may be available to employees due to the State of Colorado Healthy Families and Workplaces Act.
COVID Leave Matrix - University Staff
COVID Leave Matrix - Classified Staff
Supplemental Sick Leave
The university will supplement an employee’s available sick leave balance, as necessary, to ensure that an employee may take 80 hours of sick leave (prorated for part-time) for following reasons, the employee
- is self-isolating due to a positive diagnosis, of the illness that is the cause of the public health emergency;
- is experiencing symptoms, seeking a medical diagnosis, medical treatment, or seeking preventive care with respect to the illness causing the public health emergency;
- is unable to work because public health officials or the employer determines it is unsafe for the employee to come to work due to the public health emergency;
- is caring for a family member in the above circumstances;
- needs to care for a child or other family member whose childcare facility is unavailable, or the child’s childcare facility or school is closed due to the public health emergency;
- is unable to work because the employee has a health condition that may increase susceptibility to or risk of a communicable illness that is the cause of the public health emergency.
The university will provide supplemental sick leave up to 80 hours for those who do not have 80 hours of sick leave as of January 1, 2021. This supplemental sick leave can only be used for one instance during the duration of the public health emergency.
Process:
- Employees who are experiencing any of the reasons for supplemental sick leave will fill out the COVID-19 Leave and Accommodation Request Form and provide a specific reason.
- Employees are subject to a leave audit, performed by the HR Service Center and may alter the balances available.
- Employees paid monthly (staff and 12-month faculty) will use the code PES (Paid Emergency Sick Salaried) for any supplemental leave hours granted to total 80 hours or their eligible amount.
- After exhaustion of supplemental sick leave, the code FSK (Family Sick Leave) should be used to record any remaining leave hours taken.
- Employees paid biweekly will use the code PEH (Paid Emergency Sick Hourly) for any supplemental leave hours granted to total 80 hours or their eligible amount.
- After exhaustion of supplemental sick leave, the code HSK (Hourly Sick Leave), with "PHEL" in the comments section, should be used to record any remaining leave hours taken up to 80 hours.
- Once the first 80 hours are exhausted by using sick leave or supplemental sick leave or a combination of both, and the employee is still sick or caretaking, the employee may begin using any remaining accrued sick leave. Use of vacation and leave without pay are at the discretion of the supervisor.
- The 80 hours of emergency sick leave is a one-time allotment, and cannot be granted more than once to the same employee for different reasons.
- For example: If the employee uses the 80 hours for childcare and then becomes sick, the employee would need to utilize their accrued leave balances.
- Medical documentation is not required for COVID-19 related illnesses.
Child Care Leave Provisions
Per the APS 5062 (Section 2,II.A.1.d) under a public health emergency, sick leave may be used if a public official has ordered the closure of the employee’s place of business or the school or place of care of the employee’s child and the employee needs to be absent from work to care for the employee’s child.
CU Boulder recommends supervisors continue to be flexible with parents on how and when work is being completed with modified K12 and childcare schedules.
Process:
- Employees who are unable to work onsite or telework (with approval of Employee Relations or department HR) due to child care will fill out a COVID-19 Leave and Accommodation Request Form. Faculty members who are unable to work onsite or telework due to child care will fill out a Faculty Childcare Leave Request Form.
- Employees are subject to a leave audit, performed by the HR Service Center that may alter the balances available.
- Employees paid monthly (staff and 12-month faculty) will use the code PES (Paid Emergency Sick Salaried) for any supplemental leave hours grated to total 80 hours or their eligible amount.
- After exhaustion of supplemental sick leave, the code FSK (Family Sick Leave) should be used to record any remaining leave hours taken.
- Employees paid biweekly will use the code PEH (Paid Emergency Sick Hourly) for any supplemental leave hours grated to total 80 hours or their eligible amount.
- After exhaustion of supplemental sick leave, the code HSK (Hourly Sick Leave) with "PHEL" in the comments section, should be used to record any remaining leave hours taken up to 80 hours.
- Once the first 80 hours are exhausted by using sick leave or supplemental sick leave, and the employee is still needing childcare, the employee may begin using any remaining accrued sick leave. Use of vacation and leave without pay are at the discretion of the supervisor.
Options for Vulnerable Populations
There may be an employee who identifies as a vulnerable individual per the Safer at Home Executive Order D 2020-044 and has been asked to return to their on-campus job. If any employee identifies as a vulnerable individual, does not feel comfortable returning to their on-campus job, and would like to request leave and/or workplace accommodations, they should complete the COVID-19 Leave and Accommodation Request Form.
Additionally, if an employee has a medical condition that prevents them from being able to return to work, including being defined as high risk as defined by the CDC, they can contact ADA Compliance directly at adacoordinator@colorado.edu. Please be aware that an employee may need to provide medical documentation as a part of the ADA process, so it is recommended an employee contact them as soon as possible to ensure they have time to assess the request prior to the return to work date.
Critical services are activities and tasks that must be done on campus and cannot be deferred during an emergency; these activities must be performed continuously or resumed quickly following a disruption.
- Provide public safety services to campus including police, emergency management, environmental health & safety, fire safety, and coordinating with other external public safety agencies for services.
- Provide for adequate housing, food, health, and wellness services for campus residents.
- Ensure the ability to notify, message, and maintain the regular flow of information with campus affiliates and the public.
- Maintain, protect, repair, and restore critical on-campus infrastructure including university technologies, communications infrastructure, transportation systems, and physical structures on campus.
- As determined by the VC for Research and Innovation on-campus activity needed to protect integrity of research.
- As determined by the Provost, on-campus activity needed to support the core academic mission.
With many questions lingering, the campus is taking a thoughtful approach to hiring and salary spending. Effective immediately, Chancellor DiStefano has directed that we pause our campus hiring, transfer and promotion processes—except for those positions that provide an urgent and mission-critical function or meet the campus’ exception criteria as noted below. We are making this decision to ensure we are taking a hard look and only filling those positions that are absolutely necessary until further information on the status of COVID-19, fall 2020 enrollment and other economic information is available.
Hiring, transfers, promotions and base pay increases for all campus employment types will now require review and approval from the appropriate Cabinet member, which is the Chancellor, the Provost, or the Chief Operating Officer depending upon the position. This does not include unpaid appointments or temporary pay changes. Searches and hires currently in progress may continue with Cabinet approval. Written or verbal offers already made as of April 10, 2020 may continue without additional approval. Exceptions to the Cabinet approval requirement are noted below. When referenced below, “Officers” include Deans, Associate Vice Chancellors, and Vice Chancellors.
It is critical that department and college/school leaders assess the timing, urgency and mission-critical nature of the work before proceeding with hires and promotions that impact the campus budget.
Exceptions to the Cabinet approval requirements
- a. There is no change to the regular process for promotion and tenure review for tenured and tenure-track faculty. No additional approvals are required. Note that the hiring of new tenured or tenure-track faculty requires Provost approval on the Recruitment Authorization Form (RAF).
- Hiring Approval 2020 Form Required: No. Follow regular campus processess for promotion and tenure review. To start a new search, submit the approved RAF to HiringForm@colorado.edu when requesting to post a position.
- b. Non-tenure track faculty positions, including clinical faculty, lecturers, instructors, adjuncts, and administrative faculty appointments and reappointments, etc., except as described in exception “g” below, may proceed with Officer (Dean or designee) approval, provided that there is clear and compelling demand for the services of these positions.
- Hiring Approval 2020 Form Required: No. Officer (Dean) approval on the offer letter will suffice.
- Section A, B, C Required: No
- Section D Required: No
- Section E Required: No
- Hiring Approval 2020 Form Required: No. Officer (Dean) approval on the offer letter will suffice.
- c. Critical services positions designated for COVID-19 may proceed with campus Officer (or designee) approval.
- Hiring Approval 2020 Form Required: Yes
- Section A, B, C Required: Yes
- Section D Required: Yes
- Section E Required: No
- Hiring Approval 2020 Form Required: Yes
- d. Temporary staff supported in any amount from general or auxiliary fund sources may proceed with campus Officer (or designee) approval. For research gift/grant funded positions, see exception “h” below.
- Hiring Approval 2020 Form Required: Yes
- Section A, B, C Required: Yes
- Section D Required: Yes
- Section E Required: No
- Note that regular staff and working retiree positions supported in any amount from general fund or auxiliary sources do not meet this exception and require Cabinet approval (Hiring Approval 2020 form, sections D and E).
- Hiring Approval 2020 Form Required: Yes
- e. Interim appointments may proceed with campus Officer (or designee) approval.
- Hiring Approval 2020 Form Required: Yes
- Section A, B, C Required: Yes
- Section D Required: Yes
- Section E Required: No
- Hiring Approval 2020 Form Required: Yes
- f. Positions paid directly or indirectly on sponsored funds or research-related gifts, including research faculty (Research Professors, Research Associates, Professional Research Assistants, Temporary Researchers and Postdoc Scholars) and staff (regular or temporary) housed under the Institutes may proceed with Institute Director (or designee) approval for the Institutes and the Officer (Dean or designee) in the academic units, if there is work available and able to be performed.
- Hiring Approval 2020 Form Required: No, follow normal processes through ResFacHR. Form can be used by Institute or academic unit if desired.
- Note that regular research faculty and staff positions supported in any amount from general fund or auxiliary sources do not meet this exception and require Cabinet approval (Hiring Approval 2020 form, sections D and E).
- g. Summer Research
- (1) Tenured and tenure-track faculty summer research appointments may proceed with department Chair/Director approval, provided that these appointments are supported by sponsored funds or research-related gifts.
- (2) Non-tenure track rank faculty (including but not limited to lecturers, instructors, adjuncts) summer research appointments may proceed with department Chair/Director approval, provided that these appointments are supported by sponsored funds or research-related gifts.
- (3) Tenured, tenure-track, and non-tenure track faculty summer research appointments supported in any amount from general fund sources (1x speedtypes, e.g., DAICR, start up, other departmental general fund research accounts, etc.) do not meet this exception and require both Dean and Cabinet approval using the 3-9ths request form calculator.
- Hiring Approval 2020 form Required: (ALL Summer Research Appointments) No, please use the 3-9ths request form calculator and route for signatures per its instructions.
- Summer Teaching
- (4) Summer teaching appointments may proceed with department Chair/Director approval, regardless of faculty rank and funding source, provided that there is a clear and compelling demand for the services of these positions.
- Hiring Approval 2020 form Required: (ALL Summer Teaching Appointments) No, the offer letter with department Chair/Director approval will suffice for all summer teaching appointments regardless of faculty rank and funding source.
- (4) Summer teaching appointments may proceed with department Chair/Director approval, regardless of faculty rank and funding source, provided that there is a clear and compelling demand for the services of these positions.
- h. Staff and temporary positions funded 100% from sponsored funds (grants) or research related gifts outside of an Institute may proceed with department Chair/Director (or designee) approval.
- Hiring Approval 2020 Form Required: No. Follow regular campus processes. Additional approval forms are not required.
- i. All undergraduate and graduate student positions, including student stipends, fellowships and student faculty appointments (instructional and non-instructional), may proceed with department Chair/Director (or designee) approval, if there is work available and able to be performed.
- Hiring Approval 2020 Form Required: No
- Note for HRSC departments: New columns will be added to the hire spreadsheets for student hires and student stipend hires to include Approval Notes. HR Liaisons must confirm that approval has been gained from the appropriate authority, department Chair/Director (or designee), based on Campus guidance. The HRSC does not need source documentation, only confirmation that it’s occurred.
- j. Positions reporting directly to the cabinet (chancellor, provost, or chief operating officer) do not require the hiring approval form and may proceed with the cabinet member’s approval on the position description (if applicable) and offer letter.
- Hiring Approval 2020 Form Required: No
- Section A, B, C Required: No
- Section D Required: No
- Section E Required: No
- Hiring Approval 2020 Form Required: No
Requesting approval
The hiring department must justify the urgent and mission critical need for promoting or filling a position.
- The Hiring Approval 2020 form must be completed, uploaded to DocuSign (instructions below), routed for electronic approvals, and submitted to Human Resources as part of the position, recruitment or offer process for all positions requiring Officer or Cabinet approval.
- Positions requiring only department Chair/Director approval do NOT need to submit the Hiring Approval form.
- The form will be used to document the Officer and/or Cabinet approvals as required and should be submitted to HiringForm@colorado.edu.
- A group of similar positions may be requested together on a single approval form.
Instructions for routing the Hiring Approval 2020 form in DocuSign
For all positions requiring Officer or Cabinet approval, please use the Hiring Approval 2020 form, uploaded and routed electronically through DocuSign, as part of the position, recruitment or offer process or to document approval for a category of positions. Positions requiring only department Chair/Director approval do NOT need to submit this form.
The form will be used to document the Officer and/or Cabinet approvals as required and should be submitted to HiringForm@colorado.edu. A group of similar positions may be requested together on a single approval form.
DocuSign Steps:
- Download and complete the CU Boulder Hiring Approval 2020 Form.
- Log in to DocuSign with your CU Identikey credentials.
- Click “New” and then “Use a Template”.
- Select CU Boulder Hiring Approval 2020 Form from the list of templates.
- Upload the completed form to DocuSign.
- Delete the blank placeholder document.
- Under “Recipients & Routing,” enter the names and email addresses of each individual to receive the approval form. Delete un-needed recipients.
- Click on “Next” to be brought back to the document and click and drag the “signature” and “date signed” for each signing role onto the designated signature lines on the form.
- Click “Preview” to ensure the tags match the signing roles.
- By clicking “Send” the document will begin routing for signatures.
Cabinet approval routing:
- For Chancellor approval, route the form to Philip P. DiStefano at phil.distefano@colorado.edu
- For Provost approval, route the form to Russell L. Moore at vcaa@colorado.edu
- For Chief Operating Officer approval, route the form to Patrick T. O’Rourke at patrick.orourke@colorado.edu and cc: evc-coo@colorado.edu
Route the completed form to Human Resources at HiringForm@colorado.edu.
Searches already in progress
Currently active searches wishing to continue will require Cabinet approval or Officer approval if meeting the exceptions criteria. Approval should be obtained using the Hiring Approval 2020 form and sent to HiringForm@colorado.edu when complete.
The Talent Acquisition team is available to provide guidance on obtaining approval, candidate communication, and conducting searches in general. The HR Service Center is also available to assist with questions on hiring students, temporary employees and others.
If an offer has already been made and accepted, it may not be rescinded. Follow these guidelines to help new employees work remotely:
- Include new hires in remote meetings when possible.
- Identify ways to onboard and train the employee through remote means.
- Consider having new employees work through online training or participate in online professional development courses or readings.
- Check online learning opportunities provided by the University of Colorado through LinkedIn Learning, Skillsoft, Coursera, and FranklinCovey.
If it is not feasible for the employee to work from home, then paid administrative leave will be granted.
Conducting Interviews
For the safety of our community and our applicants, we are helping to reduce the population density on campus by conducting job interviews virtually during this time so those who are learning, teaching, researching and working on campus can continue to do so.
Additionally, some measures in place to support a COVID-19-ready campus create a less-than-ideal environment for hosting in-person interviews. This includes, but is not limited to:
- Most buildings on campus will be locked and require a Buff OneCard for access.
- Dining centers, grab-n-go locations and the Alferd Packer Grill will accept meal plans only, which are available only to residence hall students.
- To enable required physical distancing within classrooms, the campus has significantly increased the number of spaces on campus that are used for instruction.This means spaces commonly used to host meetings or in-person interviews are unlikely to be available as they may be reserved for teaching and learning.
- Candidates may request or require virtual interviews to meet their own health and safety needs.
Contact your recruiter for additional information or if you have questions.
Background Checks
Please note that significant delays in background check processing are occurring across the country right now. The HR background check team is processing checks as soon as they receive the information, however, receipt of the information from the various municipalities has been delayed. Many counties and states do not have online records and we are experiencing significant delays in these areas.
In cases where a background check cannot be completed due to government office closures, a hire can be finalized and the employee may start their role conditionally. HR will track any incomplete background checks and complete the background check when circumstances allow to ensure pre-employment conditional terms are met. Discrepancies found during the check may result in employment action depending on the circumstances. HR will add language to all offer letter templates to inform new hires of this contingency.
- I’m interested in finding campus employees to fill a temporary need in our department. What are the considerations?
- In most cases, you’ll want to consider what employees within your department might have capacity based on lower workload, including those employees who may be out on furlough. Supervisors have the discretion to assign new duties to employees, and if done for a limited time (typically less than a year), no additional compensation is required (although may be considered) and a job description update is not necessary.
- What if I do not have employees in my department who can meet the need?
- It may be possible that other departments have employees on furlough or otherwise able to assist on a temporary basis. In these case-specific situations, you can contact the Talent Acquisition team to explore the need and identify potential options to fill the role. Employees on furlough, employees impacted by a recent layoff, applicants from recent job searches and current employees who may be facing a future layoff or furlough are among the possible areas that can be explored to meet the need.
- What if I want to provide additional compensation to an employee for taking on a temporary role?
- Contact the Position Management & Compensation team to explore options related to additional compensation. Additional non-base building pay is an option to recognize temporary assignments that involve work above and beyond the employee’s current work assignment. Not all temporary reassignments may warrant a change in pay, especially if the temporary work is at a similar level to the employee’s regular work.
- Can I loan an employee to another department for a period of time?
- There are multiple ways to approach this scenario and it is best to consult with campus HR on the specific situation. Ultimately, if all parties are agreeable to the arrangement, the change in appointment would be accomplished using current processes for similar actions. This might include facilitating a transfer, initiating an addendum letter, or temporarily asking the employee to take on additional or different duties within the confines of their existing work assignment without changes to their pay or reporting relationship.
- How can funding be managed if an employee will be filling a temporary need and their position will be fully or partially funded by another department on a temporary basis?
- There are several ways this can be achieved depending on the situation. One option is to change the position’s funding speedtype in HCM during the period of reassignment. Another option is to transfer the funding between the two speedtypes. The departments involved should collaborate to identify the best option for the given circumstances.
- What if my need is not a temporary need, or it is unclear what the length of time is needed to fill the need?
- Work with the Talent Acquisition to identify the best way to fill your need. While we may explore current or recent employees affected by layoff or furlough, we may also recommend conducting an internal or external search or utilizing an existing pool of qualified candidates. Positions can be filled a variety of ways, depending on the specific need, including temporary assignments and limited-term assignments.
- Do I need to be concerned with possible overtime considerations?
- Possibly. If the employee is eligible for overtime or may become eligible for overtime based on the temporary assignment, ensure that time is properly tracked and overtime compensation is provided as appropriate. If you are unsure of how overtime impacts the temporary assignment, contact the Position Management & Compensation team.
- What other considerations should we be taken into account for a potential temporary job reassignment?
- Depending on the length and scope of the assignment, consideration should be given to the following:
- Who will the employee contact for day to day supervisory needs, such as requesting leave and clarifying work assignments?
- Who will provide expectations and feedback on the employee’s performance as part of the yearly performance review process?
- How will any safety training or safety equipment/PPE be provided, if applicable.
- Will new driving responsibilities be required? Ensure current campus processes for operating motor vehicles are followed.
- How long will the assignment last and will the employee move back to their previous work assignment when the temporary assignment ends. If there is not work or funding for the employee to return to their previous assignment, please contact Employee Relations to discuss further.
- Consider the employee involved and be transparent and open about the situation. In some cases, this may be seen as an opportunity for growth. In other cases, employees may be concerned about their primary appointment or uncomfortable working in a new role and/or department. Where possible, seek voluntary participation from employees to identify those who would like to pursue the temporary assignment.
- Ensure employees have the necessary skills, training and resources to be successful in the temporary assignment, including any safety or hazardous awareness training that may apply. Ensure employees know what to do and who to contact if injured while performing the new temporary duties.
- Depending on the length and scope of the assignment, consideration should be given to the following:
Voluntary Separation Incentive Program for Classified Employees FAQs
- What is the Voluntary Separation Incentive Program (VSIP) for Classified Employees?
- The Voluntary Separation Incentive Program (VSIP) is a program that offers financial incentives to eligible classified employees who voluntarily decide to leave their position. Participation in the program is voluntary and subject to approval of the department leadership.
- Why is the Voluntary Separation Incentive Program being offered?
- The department leadership decided it could be mutually beneficial to offer eligible employees an opportunity to apply for participation in a VSIP in order to avoid future layoffs.
- Who is eligible to participate in the VSIP?
- No. The decision to approve or deny an application from an eligible employee will take into account the financial benefit gained and the impact on the department and its programs and services, and the decision will be made with the best interests of the department in mind. Final approval of any separation incentive application will be at the discretion of the department leadership.
- What are the Plan requirements?
- Employees who agree to accept the terms and conditions of the VSIP will voluntarily relinquish all rights to continued employment on the agreed upon date of employment separation. If the department leadership approves the application, the employee will then execute a Voluntary Separation Incentive Agreement. The agreement specifies that the employee is waiving retention and employment rights and certain other legal rights and is encouraged to seek independent legal counsel before signing.
- How does an employee apply?
- Eligible classified employees may apply for participation in the VSIP by submitting their application to the department contact by the deadline published in the department program.
- What is the timeline?
- The specific deadline to apply will be published in the department program document. If approved you will receive the VSIP document and you will have 14 calendar days from the day you receive the agreement to sign it and return it.
- What are the incentives to participate in the Program?
- Eligible classified employees who accept the VSIP offer will receive a separation payment defined in the department program. The employee will receive payment in one lump sum at the earliest in their last paycheck and after there has been compliance with all other provisions of the Agreement including but not limited to the expiration of the potential seven-day revocation period by the employee. The employee is required to pay all applicable taxes on the payment. Payments under the agreement are offered as an inducement to separate from CU Boulder, are not considered earned wages for retirement purposes and will not generate contributions to any retirement plan, nor will the payments affect the highest average salary calculation for PERA benefits.
- If I am approved to participate in the VSIP, can I return to work at the Department later?
- Participating classified employees are giving up their right to be re-employed by the Department. However, there may be future opportunities for a participating employee to return to the Department on a temporary or permanent basis. Return to a temporary or permanent appointment at the department will be at the discretion of the department in accordance with State Personnel Board Rules and Personnel Director’s Administrative Procedures.
- What if I can’t decide by the deadline? Will this incentive be offered again?
- This VSIP is offered now as a result of the Department’s need to reduce costs and prevent potential layoffs. There is no guarantee the incentive program will be offered again.
- If I have already planned my retirement, can I take advantage of the incentive?
- No. A planned retirement is already being considered in the department cost reduction scenarios. There is no need for the department to incentivize someone who is already planning to retire.
Voluntary Retirement Incentive Program for University Staff and Twelve-Month Faculty FAQs
- What is the Voluntary Retirement Incentive Program (VRIP) for University Staff and Twelve-Month Faculty?
- The Voluntary Retirement Incentive Program (VRIP) is a program that offers financial incentives to eligible university staff and twelve-month faculty who voluntarily decide to leave their position. Participation in the program is voluntary and subject to approval of the department leadership.
- Why is the Voluntary Retirement Incentive Program being offered?
- The department leadership decided it could be mutually beneficial to offer eligible employees an opportunity to apply for participation in a VRIP in order to avoid future layoffs.
- Who is eligible to participate in the VRIP?
- Permanent, university staff and twelve-month faculty of the department or unit who will be 50 years old or greater on the date of retirement. Employees who have received a specific notice of disciplinary termination or who currently occupy a position for which a waiver of retention or appeal rights is a condition of employment are not eligible.
- Will every eligible employee be approved to participate?
- No. The decision to approve or deny an application from an eligible employee will take into account the financial benefit gained and the impact on the department and its programs and services, and the decision will be made with the best interests of the department in mind. Final approval of any separation incentive application will be at the discretion of the department leadership.
- What are the Plan requirements?
- Employees who agree to accept the terms and conditions of the VRIP will voluntarily relinquish all rights to continued employment on the agreed upon date of employment separation. If the department leadership approves the application, the employee will then execute a Release of Claims agreement. The agreement specifies that the employee is waiving employment rights and certain other legal rights and is encouraged to seek independent legal counsel before signing.
- How does an employee apply?
- Eligible employees may apply for participation in the VRIP by submitting their application to the department contact by the deadline published in the department program.
- What is the timeline?
- The specific deadline to apply will be published in the department program document. If approved you will receive the Release of Claims agreement and you will have 14 calendar days from the day you receive the agreement to sign it and return it.
- What are the incentives to participate in the Program?
- Eligible employees who accept the VRIP offer will receive a separation payment defined in the department program. The employee will receive payment in one lump sum at the earliest in their last paycheck and after there has been compliance with all other provisions of the Agreement including but not limited to the expiration of the potential seven-day revocation period by the employee. The employee is required to pay all applicable taxes on the payment. Payments under the agreement are offered as an inducement to separate from CU Boulder, are not considered earned wages for retirement purposes and will not generate contributions to any retirement plan, nor will the payments affect the highest average salary calculation for PERA benefits.
- If I am approved to participate in the VRIP, can I return to work at the Department later?
- Participating employees are giving up their right to be re-employed by the department. However, there may be future opportunities for a participating employee to return to the department on a temporary or permanent basis. Return to a temporary or permanent appointment at the department will be at the discretion of the department.
- What if I can’t decide by the deadline? Will this incentive be offered again?
- This VRIP is offered now as a result of the Department’s need to reduce costs and prevent potential layoffs. There is no guarantee the incentive program will be offered again.
- If I have already planned my retirement, can I take advantage of the incentive?
- No. A planned retirement is already being considered in the department cost reduction scenarios. There is no need for the department to incentivize someone who is already planning to retire.