Manager Resources

There may arise situations where it is appropriate to compensate employees for work other than that performed in their primary position. Add Comp payments are one time or ongoing payments made in addition to regular earnings and are only applicable for officers of administration in grades 14 and below, officers of instruction, officers of research, and student officers. Departments should refer to the university policy on additional compensation for more details. 

All newly hired, newly promoted, and newly transferred 2110 union employees and non-union support staff are placed on a probationary period. This period varies in length according to the collective bargaining agreement but is typically 60-120 days. Throughout the probationary period, A&S HR will check in with managers at the 30-, 60-, and 120-day mark to confirm whether the employee is on track to pass probation. Refer to the table below for expectations of managers during the probationary period. Additionally:

• Upon satisfactory completion of the probationary period, an employee is considered a regular employee, unless the job is stated to be temporary.
• Probation can be extended under certain circumstances. In cases of wanting to extend an employee’s probation, the department should first consult with A&S HR.
• While on probation, termination of an employee must be approved by the head of the department and must be indicated in writing to the employee. Copies of the termination letter must be shared with the Office of Labor and Employee Relations and the respective union. In such cases, departments are to consult with A&S HR first before resorting to termination. 

As a contractual obligation of the collective bargaining agreement, 2110 union employees can submit a position evaluation form after 18 months in their current role. This process is applicable to union employees only. For interest in reviewing an officer of administration position, please contact A&S HR. To complete the position evaluation process: 

• A union employee completes the Position Evaluation form and submits it to their supervisor for review and comments. A current and future job description must be attached.
• Supervisor shares the form with A&S HR for additional review.
• CUHR makes final review and determination.
• Any upgrades made to a position will be retroactive to the date of the request for review as submitted on the position evaluation form.
• Note: salary or grade cannot be reduced as a result of a position reclassification. For compensation, departments should consult with A&S HR to ensure the proper guidelines on compensation are followed, according to the collective bargaining agreement. 

For more information on the position evaluation process, departments should contact A&S HR and consult the collective bargaining agreement. 

In accordance with Columbia’s Protection of Minors (POM) Policy, departments and units are required to register their programs with Ideal-Logic Portal if the program involves minor students. Even if it is not a formal “program” and only has one or two minor students working within the department or unit, shadowing for a day, or visiting for an afternoon, the department must still register the program or activity. 

Programs should be registered at least thirty (30) days before the start date. In order for programs in Ideal-Logic to be fully POM Compliant: authorized adults must complete the required POM training, all applicable parties must review and submit background check requirements with Truescreen, and all applicable parties must review and electronically sign the Code of Conduct form. 

For instructions and more information on registering POM compliant programs through Ideal-Logic, please consult the Ideal-Logic Job Aid. For other questions and concerns, please contact the POM team at [email protected].

All Columbia University employees have a Duty to Report any instance or allegation of prohibited conduct — discrimination, harassment, retaliation or gender-based misconduct — that involves any undergraduate or any graduate student. Additionally, the University asks all employees to report any prohibited conduct involving employees or third parties to the Office of Institutional Equity (OIE) or the employee’s designated human resource representative. 

The OIE has overall responsibility for the management of the University’s Student and Employment Policies and Procedures on Discrimination and Harassment. 

Flexible Work Arrangements (FWA) are an alternative to the standard practices for where, how, and when work is done. Any variation to a department’s standard work schedule that is proposed by an employee or their manager is considered an FWA. 

FWAs are not medical accommodations nor a substitute for FMLA or PFL. FWAs may be granted to employees in good standing and whose job responsibilities are suited to such an arrangement. A manager’s decision to allow an FWA should be based on the operational needs of the department and the employee’s job function.