Tag: Public

  • Managing a Multi-State Workforce: Key Findings From the CUPA-HR Survey and a Public University’s Hybrid Approach – CUPA-HR

    Managing a Multi-State Workforce: Key Findings From the CUPA-HR Survey and a Public University’s Hybrid Approach – CUPA-HR

    by CUPA-HR | April 19, 2023

    As higher ed institutions face pressure to fill open positions and offer more flexible work opportunities, many are responding by recruiting and hiring employees who live and work in a state different from where their institution’s primary campus is located. CUPA-HR’s Multi-State Workforce Survey was developed to better understand institutions’ policies, practices and challenges related to out-of-state workers.

    Notable findings:

    • 89% of responding institutions employ out-of-state workers.
    • The most common types of out-of-state workers are adjunct/part-time faculty and salaried/exempt staff.
    • On median, institutions employ out-of-state workers from 8 states.
    • Most institutions have restricted policies for both recruiting and hiring out-of-state workers.
    • Of the one third of institutions who avoid hiring from certain states, the most common states institutions avoid hiring from were California, New York, Washington and Colorado.
    • Many institutions provide salary ranges on job postings, but most do not adjust salaries based on location.

    Despite the challenges of a multi-state workforce, excluding out-of-state workers can decrease the quality of the candidate pool and may cause institutions to miss out on top talent. Institutions pursuing, or considering pursuing, out-of-state workers may want to look at Clemson University’s hybrid approach to managing a multi-state workforce.

    Charged by senior leadership to explore options for out-of-state employment, Clemson University’s HR team, led by Chief Human Resources Officer Ale Kennedy, convened a cross-campus workgroup that reached out to several schools about their out-of-state work approaches. After reviewing the data, the workgroup recommended that in-house HR manage the green or “easy” states and outsource the more challenging states in order to minimize risk. To learn more about Clemson’s approach — and the full findings from the Multi-State Workforce Survey — be sure to watch CUPA-HR’s recent webinar “The State of the Multi-State Workforce: Employment Practices and Challenges.”



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  • DHS Issues Request for Public Comment on Form I-9 Employment Verification – CUPA-HR

    DHS Issues Request for Public Comment on Form I-9 Employment Verification – CUPA-HR

    by CUPA-HR | October 27, 2021

    On October 26, 2021, the Department of Homeland Security (DHS) issued a Request for Public Input (RPI) “seeking comments from employers, employer organizations, employee groups, and other members of the public on document examination practices for Form I-9, Employment Eligibility Verification.” 

    The RPI is the agency’s next step in determining whether the remote document examination flexibilities that have been in place since the beginning of the COVID-19 pandemic should be continued on a permanent basis. Comments are due on or before December 27, 2021.

    Background

    On March 20, 2020, DHS announced employer flexibility guidance to defer the physical presence requirements associated with Form I-9 for 60 days. The guidance allows for remote inspection of Form I-9 documents in situations where employees work exclusively in a remote setting due to COVID-19-related precautions. For employees who physically report to work at a company location on any regular, consistent or predictable basis, employers are required to use standard I-9 procedures.

    The guidance has been extended continuously throughout the pandemic. Issued on August 31, the latest extension to the flexibility guidance was granted through December 31, 2021, following advocacy efforts from CUPA-HR and other stakeholders who expressed a dire need for DHS to maintain the flexibility in light of surging cases of the delta variant.

    Request for Public Input

    The RPI includes a list of questions grouped into two categories: “Experiences with Pandemic-Related Document Examination Flexibilities” and “Considerations for Future Remote Document Examination Procedures.” As DHS considers winding down the flexibility guidance, the RPI will provide the department with important feedback from employers who have conducted remote inspection and “inform and improve DHS policies and processes” regarding “alternative options to physical document examination that offer an equivalent or higher level of security for identity and employment eligibility verification purposes” moving forward.

    The flexibility guidance has been instrumental to institutions of higher education during the pandemic. As such, CUPA-HR intends to engage our members and submit robust comments in response to the RPI. ​Look for more details and your chance to contribute your feedback in the coming weeks.



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