HRConnect

Protection of Minors on Campus

Background Screenings

University employees and volunteers, including employees or volunteers of an external vendor or a campus group who are engaged to provide services during camps, campus events, rental events, and conferences on the University campus in occupations/assignments must complete background screenings as required by university policy.

Required screenings are:

• FBI Federal Criminal History Record
• PA Child Abuse History Clearance
• PA Request for Criminal Record Check

Employment Screenings

Prospective Bloomsburg University of Pennsylvania employees must complete a series of background screenings as defined by official university policy.

Camp, Conference, and Volunteer Screenings

Prospective employees or volunteers for camps and conferences held at Bloomsburg University must complete a series of background screenings as defined by official university policy.

Local policy requires all program employees or volunteers to successfully complete –OR– certify compliance with the Pennsylvania Child Abuse History Clearance, Pennsylvania State Police Criminal Record Check, and FBI Federal Criminal History Record.

The event Program Administrator or Program Liaison is responsible for appropriate document submission as described in the Required Documentation section below.

Required Deadlines

All documentation must be submitted thirty (30) days prior to the event start date per Bloomsburg University’s Background Screening, Protection of Minors, Volunteerism Policy.

Event Cancellation

Events not in compliance with required documentation thirty (30) days prior to the event start date. Events not in compliance are subject to cancellation by the university.

Important Definitions

Authorized Adults: Individuals, paid or unpaid, who may have direct contact, interact with, treat, supervise, chaperone, or otherwise oversee minors. This includes all employees, but is not limited to, faculty, staff, coaches, volunteers, graduate and undergraduate students, interns, employees of temporary employment agencies, and contractors. Roles of authorized adults or program staff include, but are not limited to, positions as counselors, chaperones, coaches, instructors, health care providers, and outside providers conducting programs in leased facilities. This definition does not include temporary guest speakers, presenters, or other individuals who have no direct contact with program participants other than short-term activities supervised by program staff; or fellow students whose only role is as a participant in the education, services, or program offered.

Minor (Child): A person under 18 years of age. Minors may be enrolled undergraduate/graduate students; students "dually enrolled" with the university and in elementary, middle, or high school; employees; or participants in program activities.

Background Clearance Compliance

Required Steps and Documentation

1. Follow the compliance flow chart, which contains document links to determine which process is relevant for each category of camp or conference worker.
2. FOLLOW THE PROGRAM ADMINISTRATORS GUIDE: A Program Administrators Guide for INTERNAL Program Administrators, including an event checklist, has been developed for assistance with the event process. It is important for Program Administrators to review this guide. Program documentation in addition to the background clearance documents is required per PRP 2410 for a retention period of seven (7) years.

Required consent forms (parental, medical, photo/video) and orientation materials must be submitted electronically through the Registry by the Program Administrator.

Mandatory Reporting of Child Abuse

All individuals who are employed by or perform services, including independent contractors and volunteers for the University are defined as mandatory reporters of child abuse in the official university policy. All mandated reporters shall make an immediate report of suspected child abuse to the Department of Human Services (DHS) Childline by calling 1-800-932-0313 if the reporter suspects that a child is a victim of child abuse.

For questions regarding mandatory reporting of Child Abuse, contact Tanya Bombicca at 570-389-4151.

Registry Training and Compliance Guides

Available on the EMS Scheduling webpage.

Protection of Minors Resources

• Childline 1-800-932-0313
• Stop It Now!
• Bloomsburg University of Pennsylvania Policies and Procedures
• PRP 2410 - Background Screening, Protection of Minors, Volunteerism
• PRP 2412 - Mandatory Reporting of Child Abuse

Communications and Information

• Visit the PEBTF website for updated communications.
• Health Insurance Marketplace Website

State System Retirement @ Work portal for TSA plans

The State System Retirement @ Work online portal for the Voluntary Individual 403(b) Retirement Plan, also referred to as a Tax Sheltered Annuity (TSA) plan is available online.

The State System Retirement @ Work makes it easier for you to:

• Enroll in the voluntary TSA plan.
• Change your TSA contribution amount.
• Choose your TSA investment provider(s).

Visit the Retirement @ Work website to log in and get started.

PASSHE Resources

Medical Benefits

Life & Disability

Retirement - Group and Voluntary

Flexible Spending

Prospective Retirees

Major Life Events

Paid Time Off

SECA

SEAP - PASSHE participates in the Commonwealth's employee assistance program. United Behavioral Health has been chosen as the administrator for this program.

Employees and their family members are eligible to receive up to four free confidential counseling sessions to evaluate concerns and determine the best referral.

Help is available for, but not limited to, many of the following issues:

• stress
• job burnout
• depression
• work-related problems
• eating disorders
• financial or legal concerns
• anxiety
• death and dying
• parent-child conflict
• relationship problems

Services are available 24 hours a day, seven days a week by calling (800) 692-7459. Each university has designated SEAP coordinators, who also can answer questions about the program. The services provided by SEAP are strictly confidential — PASSHE will not be notified unless you give written consent.

Additional SEAP Information

• Live and Work Well — Access Code: "Pennsylvania"
• SEAP

Understanding Position Classification     

These guidelines, which describe the position classification process at Bloomsburg University, were originally developed in 1994. The process of position evaluation has not changed since that time, however, personnel and circumstances have changed. Increased emphasis on the good stewardship of our resources requires that we accurately identify our work. Properly described duties and responsibilities are also requisite to accurate position classification.

The objective of this effort is to promote communication and a better understanding of this important process among administration, staff, and those faculty who work with or supervise staff.

The guidelines are a work in progress. We invite you to work with it. Use this as a general reference about job classification. Direct any comments or ideas for improving this guide to the Classification Manager.

Overview of Position Classification Process

Bloomsburg University of Pennsylvania, one of the 14 state-owned universities comprising the Pennsylvania State System of Higher Education uses prescribed and formal classification standards to classify all its non-instructional positions. These standards are developed and effected by the Commonwealth of Pennsylvania and the State System in order to appropriately represent all positions that exist within our organizations.

The classification plan consists of orderly groupings and structured formal standards, which represent the many and varied job categories needed to identify all positions in the workplace. Each job category represents one of these groups of positions through a general descriptor called a class. Position classification is the process used to match each position to and place it into the correct class. The intent is to assure that the same title, pay range, qualification requirements, examinations, selection procedures, training programs, performance standards, etc., are applied uniformly to all positions that are substantially similar in tasks, responsibilities, and skills. The results of the position classification process by design, directly impacts recruitment, staff development, retention, and internal and external pay consistency.

Those engaged in administering the position classification program at Bloomsburg University believe administrators and staff at the institution should be provided with an explanation regarding the policies and principles that serve as the basis for the position classification system. The intent of this publication is to provide such statements, as a basis for information, to support future deliberation, and to promote greater understanding. It provides the user with the basics as to how positions are assigned to the proper class and illustrates that proper position classification considers a position's relationship to all other positions in the immediate organization.

Since the responsibilities of any given position may be affected by the dynamics of reorganization and change, it should be understood that the position classification process is designed to respond to change by assessing whether additions or deletions of duties have impacted the proper classification of a position.

Issued by the Office of Human Resources and Labor Relations, Bloomsburg University June 1994; Revised February 2002.

Additional Classification Resources and Forms

Bloomsburg University is designated as a PRIVATE fingerprint site with the ability to service University employees, applicants, students, and sponsored volunteers. This PRIVATE site is unable to offer services to the public.

Fingerprinting Services

Employment verification is available using “The Work Number.” Employees or companies who are authorized by an employee who require employment verification may follow the steps below.

Authorized Verifier Information

1. Provide the authorized verifier with access to The Work Number as follows:

a. www.theworknumber.com

b. 1-800-367-5690 (1-800-424-0253 for TTY if hearing impaired)

2. Provide the PASSHE employer code to the authorized verifier. The PASSHE employer code is 15972.

3. Provide your Social Security Number to the authorized verifier.

4. When required, provide the authorized verifier with a salary key as described below.

Creating a Salary Key

In some cases, an employee may be asked to provide a salary key as consent to the release income. Please follow the steps below to create a salary key.

1. Visit www.theworknumber.com/employees or call 1-800-367-5690 (1-800-424-0253 for TTY if hearing impaired)

a. Enter the PASSHE Employer Code, which is 15972.

b. Enter your Social Security Number.

c. Enter your PIN# (Last four digits of your SSN plus your year of birth).

2. Follow the instructions to create a salary key.

3. Provide the salary key to the person seeking your proof of income, and direct them to the work number steps above to complete the verification process.

Employment Action and Organizational Restructuring Form Process

Employment Action and Organizational Restructuring Form

Telecommuting Form

Check here for the latest employment opportunities.

Family and Medical Leave Act (FMLA)

If you are inquiring or requesting a leave of absence, please use the HRConnect Shared Services link below.

HRConnect Employee Service Center

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage. Eligible employees are entitled to:

Twelve work weeks of leave in a 12-month period for:

• the birth of a child and to care for the newborn child within one year of birth;
• the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
• to care for the employee’s spouse, child, or parent who has a serious health condition;
• a serious health condition that makes the employee unable to perform the essential functions of his or her job;
• any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;”
•   or

• Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin.

• Payroll Forms (requires login with network credentials)

Performance Management

Performance evaluations are performed during an employee’s probationary period and annually thereafter. Performance evaluation processes and forms are dependent upon the collective bargaining agreement by which your position is classified. Non-Represented managers, while not covered by a collective bargaining agreement, receive performance evaluations annually.

A waiver of tuition to the State System universities is available to eligible employees and their dependents. Eligibility guidelines and specific benefit administration differs according to the employee’s collective bargaining agreement or non-represented status.

HRConnect Employee Service Center

To apply for a tuition waiver, please follow the steps below.

1. Sign-in to the HRConnect Employee Service Center 

2. Choose Request Assistance/Benefits/Tuition Waiver Request.

3. Complete the tuition waiver form within HRConnect.

Your safety is very important to us. If you should become injured at work, immediately report the injury to your supervisor. Your supervisor will provide directions to you prior to visiting a health care provider.

• Employee of the Month Nomination
• Holiday Schedule
• Policies and Procedures
• SEAP
• Wellness Committee
• Whistleblower Directive

Employee and Labor Relations

The Department of Human Resources and Labor Relations provides employee and labor relations for all bargaining units and non-represented employees on campus.

• Collective Bargaining Agreements
• Non-Represented Employees
• Policies and Procedures
• Board of Governors Policies
• Current PASSHE Seniority List – AFSCME, OPEIU, POA & SPFPA (requires network login)
• Current SCUPA Seniority List (requires network login)
• 2024 Labor Law - English - Spanish

Additional Campus Contacts

• Title IX Coordinator
• Hotline Emergency Information
• University Disability Services

Ethics Commission – Statement of Financial Interest

• Employee and Former Employee Memo - April 2021
• Informational Sheet
• Appeal Form

* Deferred Holiday to be taken at a later date as noted under “Date & Day of Holiday Observation.”
 
** Holiday for AFSCME Bargaining Unit employees only.

Thursday, Dec. 26, is not included in this holiday schedule. If a staff member does not work on Dec. 26, 2024, then annual, personal, or compensatory leave must be submitted for that day.