UMSL Faculty & Staff Microsoft Multi-Factor Authentication (MFA) – July 08, 2020

Effective July 8, 2020, all UMSL Faculty and Staff user accounts will use Microsoft Multi-Factor Authentication (MFA) when logging into Microsoft products, including Outlook, Outlook Web Access, Microsoft Teams, and Office 365.  Multi-Factor Authentication provides an additional layer of security by requiring you to receive and enter a temporary passcode when logging on, which helps ensure that your credentials cannot be used by anyone other than you. This is part of a system wide project to better protect the information of the University.

ITS recommends that you use a desktop computer to walk through the instructions for mobile device installs before July 8th. For setup instructions please visit:

To begin using Microsoft MFA, download the Microsoft Authentication App from the app store on your mobile device. Then, register your account at

We highly recommend you review the Frequently Asked Questions by visiting:

If you have any questions, please contact the Technology Support Center at 314-516-6034 or chat with us at

Applications Accepted for UMSL Next Step Internship Program: Deadline is June 21st

Next Step is taking student applications and department submittals for Fall 2020 now through June 21st.

Next Step is an on-campus paid internship that bridges the college to career transition through practical workshops focused on resume-building experience, career preparation and self-discovery. Next step focuses on developing the students’ core competencies, including: Critical thinking/problem solving, teamwork/collaboration, leadership, career management, oral/written communications, digital technology, professionalism/work ethic, and global/intercultural fluency.

To apply please visit our webpage:

For more information please contact Megan Hemann at

Reoccurring Zoom Meeting hosted by Human Resources

This weekly call is for UMSL staff as we work remotely in response to the COVID-19 pandemic.

Please click the link below to join the webinar:


Or iPhone one-tap :
US: +13126266799,,632793022# or +16465588656,,632793022#
Or Telephone:
Dial(for higher quality, dial a number based on your current location):
US: +1 312 626 6799 or +1 646 558 8656 or +1 346 248 7799 or +1 669 900 6833 or +1 253 215 8782 or +1 301 715 8592
Webinar ID: 632 793 022

Previous recordings are available here: Working Well.

Understanding Enhanced HR Policies for Employees in Response to COVID-19

UMSL Campus Resources can be found on the Working Well tab on the Human Resources website. If you are unable to attend the Zoom meetings on Wednesday at 12:30, the link will be posted within 24 hours after.

UM System Resources:

On Monday, April 20 there was a webinar in response to Covid-19 & HR Policy 700. Below are questions that were asked and answers.

Please visit Working Through COVID-19 website for the FFCRA form and further information.

Follow-up Question Topics  

  1. The Presidents email indicated that as of April 12thAdministrative Leave was no longer available. Can you please clarify this?

The administrative Leave in the Presidents email was referring to the “temporary measures” from March 23 – April 12th” where administrative leave was previously granted to employees who were unable to work. After April 12, FFCRA paid leave became effective. However, the HR-700 still allows administrative leave for the following:

  • Quarantine or Isolation. Up to 15 days if the University or public health authorities direct an employee to remain away from the worksite because the employee has been exposed or is reasonably believed to have been exposed to the coronavirus causing COVID-19. To the extent remote work is not feasible, the employee will be granted up to 15 days of paid leave. In addition to any FFCRA Paid Sick Leave available under I.C.i, the employee will receive paid administrative leave as needed to cover up to 15 working days. See section C.iii.b. for details.
  • Limited Closure. Up to 30 days. See section F for details.
  1. Can I use interim FFCRA Sick Leave if my workload has decreased while I am teleworking?

It depends. There are several factors that might answer this question.

  • Employees are deemed “unable to work” under the FFCRA regulations if their supervisor has work available and one of the COVID-19 qualifying reasons prevents them from being able to perform that work, either under normal circumstances at the normal worksite or by means of telework.
  • Employees should work through their individual situation with their supervisor and HR Business Partner/Consultant to determine the reason for the decreased work load. In many situations, it may be due to the stay-at-home orders we are currently experiencing; however, a deeper understanding of the units operations is necessary to know for certain.


  1. If an employee uses some or all of the 15 days deficit vacation days, how will these hours be paid back?

When an employee earns vacation, the new accrued hours will pay back the negative vacation balance. Sick/personal days will not be used to pay back the negative vacation balance. If an employee ends employment before accruing sufficient leave to reach a zero or positive balance, the University may withhold an amount equivalent to the value of the negative leave balance from the employee’s compensation to the extent such negative leave balance is not attributable to FFCRA Expanded FMLA Leave. See HR-700 section IV.


  1. May probationary employees use vacation days?

Yes. Probationary employees may use accrued vacation and sick leave per HR-700, including the enhanced leave identified in this HR-700 (15 days’ vacation deficit). See HR-700 section D.


  1. Does this leave apply to benefit-eligible employees only, or does it also apply to part-time employees?

HR-700 applies to benefit-eligible and part-time employees. However, the policy does not provide additional university paid vacation, sick or personal days to part-time employees. The only additional paid time available to part-time employees is FFCRA leave. Please review HR-700 for details.


  1. How is ‘two weeks pay’ determined for FFCRA leave? Is this business days or work days?

FFCRA defines two weeks based on the average number of hours worked over a two workweek period. The University defines a “workweek” as Sunday through Saturday. To calculate how many hours of FFCRA sick leave the employee will receive, a 1.0FTE employee will receive 80 hours of FFCRA Sick Leave to use for approved qualifying reasons. Less than 1.0FTE employees will receive hours based on the average hours worked over the past six-month period.

These hours are then added to a “FFCRA Sick Leave bucket” which the employee may then apply to their timesheet in order to receive pay.

These hours may be used until exhausted, over any period of time which is needed based on the approved qualifying reason.

  1. Can an employee complete the FFCRA form and then not use it?  

Yes. The hours, once approved, are added to a leave bucket for the employee. They are not automatically paid out. It is up to the employee, supervisor or timekeeper to add the hours to the timesheet in order to be paid. If the employee ends up working instead, the FFCRA hours will remain available for future use, based on the previously approved qualifying reason.

  1. For school/day care closures, HR-700 and FFCRA are both available. What factors should an employee choose when making the decision?
  • If you are unable to telework while caring for an immediate family member, you may use accrued sick leave up to 30 days. You may also use vacation, compensatory, or personal days and up to 15 days of unearned vacation leave for this purpose.
  • Under FFCRA, if the family member is your child you may also be eligible for up to 12 weeks of Paid Sick Leave and Expanded FMLA Leave. The first two weeks may be paid by FFCRA Paid Sick Leave at 2/3 pay or you may choose to substitute available University paid leave described above. After the first two weeks, you must use the available University paid leave described above. After that is exhausted, the remaining time will be FFCRA Expanded FMLA Leave at 2/3 pay. FFCRA leave to care for a child whose school or daycare is closed is limited to a maximum of 12 weeks, including FFCRA Paid Sick Leave, FFCRA Expanded FMLA Leave, and University paid leave.
  • The school and daycare closure policy (including FFCRA leave) does not apply to employees in University of Missouri Health Care, employees with job duties involving clinical care operations that are continuing, and other health care providers and emergency responders designated by the University System’s Chief Human Resources Officer.

The factors to decide include when to use your own paid-time-off, which pays at 100% of your regular rate of pay; or use the FFCRA sick leave which pays at 66.7% of your regular rate of pay.

  1. Is Administrative Leave available to use instead of FFCRA?

FFCRA is available for the following qualifying reasons:

Administrative leave is currently available, per HR-700, for the following reasons:

  • Quarantine or Isolation. Up to 15 days if the University or public health authorities direct an employee to remain away from the worksite because the employee has been exposed or is reasonably believed to have been exposed to the coronavirus causing COVID-19. To the extent remote work is not feasible, the employee will be granted up to 15 days of paid leave. In addition to any FFCRA Paid Sick Leave available under I.C.i, the employee will receive paid administrative leave as needed to cover up to 15 working days. See section C.iii.b. for details.
  • Limited Closure. Up to 30 days. See section F for details.

While there may be overlap between the FFCRA qualifying reasons #2 and HR-700 definition of quarantine/isolation, there are also differences.

  • Administrative leave, under the policy requires “the university or public health authority to direct the employee to remain away from the worksite”.
  • Additionally, the policy requires that “any FFCRA Paid Sick Leave available under I.C.i, the employee will receive paid administrative leave as needed to cover up to 15 working days.”
  • In other words, the administrative leave is not in addition to FFCRA sick leave, it is in combination with FFCRA sick leave.
  • See HR-700 C.ii.B
  1. Will regular paycheck deductions occur from FFCRA paid leave?

Yes, an employees regular payroll deductions will continue to occur.


  1. Does FFCRA Expanded FMLA provide additional weeks of FMLA, in addition to regular FMLA 12 weeks?

No. FFCRA FMLA does not provide additional weeks. If an employee has already used a portion of their 12-weeks FMLA, they may utilize the remaining FML available if approved. The FFCRA extended family and medical leave does not extend the amount of leave available to employees. The FFCRA extended family and medical leave does, however, provide an additional qualifying reason to be eligible for FMLA.

  1. Can employees apply for unemployment after using FFCRA?

The decision to award unemployment benefits is not the Universities decision. Employees may apply for an eligibility determination to the Department of Labor’s Division of Employment Security.

The Department of Labor’s website has information regarding the application process:

Wellness Incentive Due Thursday – Final Reminder

Timeline and structure

The 2020 Wellness Incentive is due this Thursday, April 30th.

  • Cycle 1- To complete Cycle 1, you’ll need to earn and submit 225 points between November 1, 2019, and April 30, 2020. Those who complete Cycle 1 earn $225* in their final May 2020 paycheck.**
  • There will no longer be a cycle 2 incentive. The wellness portal will remain open to track points and continue your journey to wellness.

2020 Staff Performance Evaluations Postponed

Distributed by the Office of Human Resources | University of Missouri System

The University’s annual staff performance evaluation process typically begins in the spring. However, we recognize the COVID-19 pandemic has created workflow challenges systemwide. Many of our immediate efforts are now focused on our core mission, creating continuity for our students and supporting our community. To respect your time and the varied needs of our University community, we are postponing the 2020 staff performance evaluation schedule. We will share additional information when the process has been rescheduled.

While the formal process may be postponed, ongoing self-evaluation and supervisor review can help you improve your performance and telework practices. It can also help your supervisor plan and make decisions as we move forward.

Thank you for your engagement and your efforts to keep our University moving forward. If you have questions, please contact the HR Service Center at (573) 882-2146 or

ODEI Virtual Professional Development Series for Faculty and Staff

On behalf of the Office of Diversity, Equity & Inclusion

The Office of Diversity Equity and Inclusion is now offering a great way to stay connected to your UMSL colleagues, as well as boost your knowledge, awareness, and skills for enhancing diversity & inclusion on campus.  Registration is required. You can sign up for any or all of the sessions offered.

All sessions take place on Zoom and require a web cam to participate. You can download the Zoom app on your phone if your computer does not have a webcam.


Participants earn 25 Wellness Points and a digital badge.

Diversity & Inclusion Foundations April 9, 2020 1:00 –2:30 pm
The purpose of this session is to provide participants with some foundational concepts related to creating an organizational culture that is welcoming and inclusive. In this session, participants will a) gain a nuanced understanding of the various meanings of, and the potential impact of, diversity in higher education and the workplace, b) gain an understanding of the new inclusive excellence framework, c) explore the impact of identities in workplace interactions and relationships, and d) learn some critical concepts for improving workplace relationships, practices, and culture.

Click here to register.

Understanding & Overriding Unconscious Bias April 16, 2020 1:00 –2:30 pm
Being able to recognize our unconscious biases and not act upon them is a key competence area for anyone who is concerned with fairness and equity in the workplace. In this session, participants will a) gain a basic understanding of the neuroscience of bias b) learn some of the ways that biases play out in the workplace c) explore various types of bias, and d) strategize ways to override biases in decision making.

Click here to register.

Recognizing and Addressing Microaggressions April 23, 2020 1:00 –2:30 pm
In this session, participants will a) learn to define and recognize microaggressions, b) understand the issue of intent vs. impact, c) increase awareness in order to avoid making unintentional microaggressions, and d) learn strategies for addressing and confronting microaggressions. By building our awareness and skills in dealing with microaggressions, we can work towards a more inclusive learning and working environment for everyone.

Click here to register.


What’s culture got to do with it? Developing Cultural Awareness April 30, 2020 1:00 –2:30 pm
In this session, participants will a) gain an increased understanding of the concept of culture, b) explore the impact on values, perceptions, and behaviors c) learn a framework for cultural competence and how it applies to your work environment.

Click here to register.

For more information, visit

Or contact

All Staff Zoom Meeting Replay & Additional Resources

Access the recorded meeting here

HR hosted the first Zoom meeting for Staff on March 25th.  We quickly hit the 300 participant limit for Zoom meetings, so many people were unable to call in.   We have fixed that limitation and will be able to accommodate everyone on the next call.  If you were unable to get into the meeting or would like to view it again, we have loaded it to YouTube.  You can access it here. The next HR Zoom for Staff will be Wednesday April 1, at 12:30 PM.

Because the COVID-19 pandemic is rapidly changing and we are now working remotely, it’s easy to feel disconnected and for rumors to start.  We hope these meetings/calls will help avoid that.

To minimize email communications, please consider subscribing to the HR Blog. Below is a compilation of what are hopefully helpful self-care ideas, links, and resources in the areas noted below. 

Below are resources that were shared during the call to that can assist you get accustomed to working remotely.


Self-care from UMSL’s Missouri Institute of Mental Health

Click here for a collection of self-care ideas.   Maybe you just need 5 minutes of cat videos or you are trying to keep the kids occupied (yes, please!) you’ll find Sing-a-longs, physical health, mindfulness, sports (story of, replays, and archived) and many more.

Remote Working IT FAQ’s

ITS has compiled a list of Remote Working FAQ’s to answer your questions.

UM System Learning & Development 

The UM System Learning and Development Team has compiled a great list of recommended on-demand webinars and MyLEARN courses for:

  • Working Remotely and Managing Remote Teams
  • Success Factors – UM System
  • Technical Skill Enhancement
  • Certifications
  • Leadership
  • Upcoming Webinars

Click here for the System website



 Stress Reduction through Mindfulness | 4/6/20 @ 1:30 pm

Meeting ID: 177 231 606

Join us as we introduce the power of mindfulness in order to enhance our capacity to experience well being, strength, and confidence, even in the face of stress, pain, or illness.

Online Virtual Tours: Museums, Parks, Zoos, Etc. | 4/27/20 @ 12 pm
Meeting ID: 209-127-012
Being quarantined and stuck in the house can get
boring at times. Join us as we go on a virtual tour inside
a nationally recognized tourist attraction! Feel free to
stick around afterwards to debrief and fellowship with
your peers.

Self-Care Strategies | 4/29/20 @ 3 pm
Meeting ID: 684 725 474

What is self-care? What does that look like? How
do you implement it into your daily routine?


If you have other resources to share, send them to

Fidelity One-on-One Consultation

Consultations with Fidelity will continue to take place. When you schedule a meeting it will take place via phone versus in person. One-on-one consultations are geared toward retirement planning guidance, such as comparing investment choices, developing a retirement income plan, or consolidating multiple retirement accounts. Your needs may be better met by a live webinar, the resources available on our financial wellness webpage, or a phone call to Fidelity or TIAA, where experts can help with basic financial planning questions or assist you in getting started with your savings.

Explore your financial future. Sign up for a free one-on-one consultation with a retirement representative from Fidelity or TIAA. Fidelity is the administrator for the university’s Voluntary Retirement Plans (VRPs). The VRPs include options to enroll in  403(b), 457(b), or 401(a) Supplemental Retirement Plans, depending on your eligibility. TIAA provides investment options for the 403(b) plan, which is why you might want to schedule a one-on-one with one of their representatives.

What is a one-on-one consultation?

A one-on-one consultation provides guidance to help you maximize your retirement savings and plan for other financial goals. Fidelity and TIAA representatives are seasoned financial professionals, and are non-commissioned to ensure that UM employees receive unbiased information. Whether your retirement is many years away or just around corner, schedule a consultation to:

  • Ask questions about saving for retirement and other financial goals
  • Evaluate investment choices that meet your needs
  • Create an action plan to get and stay on track for retirement
  • Review retirement income options

Who You Will Meet

Fidelity will pair you with a representative who can help you now and at every stage of your life:

Craig Fischer

Craig Fischer joined Fidelity as a director, retirement planner in 2008. A Chartered Retirement Planning Counselor SM, investment advisor representative, registered securities representative, and licensed insurance representative, Craig holds a bachelor’s degree in business administration, finance, and management from Truman State University.

Ben Wright

Ben Wright, a Fidelity retirement planner, has more than nine years with the company. He was previously a financial consultant at Fidelity’s Reno, Nevada, Investor Center. A CERTIFIED FINANCIAL PLANNERTM certificant, investment advisor representative, registered securities representative, and licensed insurance representative, Ben holds a bachelor’s degree in human resources management from Utah State University and a master’s degree in financial planning from Texas Tech University.

Telework Tips & Tricks

The telework directive remains in effect from today, March 23, through April 12. Currently, you will find the following information; however, as the current environment is evolving, updates may occur on a regular basis. You will find the following information at Working Through COVID-19

  • Telework Planning Guide for Supervisors
  • Telework Arrangement Form
  • Telework Tips for Supervisors
  • Telework Tips for Employees
  • Telework Human Resources Q&A
  • Coronavirus (COVID-19) Q&A

How to Run a Great Virtual Meeting

Virtual meetings don’t have to be seen as a waste of time. In fact, they can be more valuable than traditional face-to-face meetings. Beyond the fact that they’re inexpensive ways to get people together – think: no travel costs and readily available technology – they’re also great opportunities to build engagement, trust and candor among teams.

New to Working From Home? 8 Tips to Support Your Transition

Keep in mind that as you are navigating the change, so are others. It may take some adjustment for this to feel like a new normal. Share best practices with your team on a regular basis. Recognize what’s working well and ask for help when needed.

A Guide to Managing Your (Newly) Remote Workers

Although it is always preferable to establish clear remote-work policies and training in advance, in times of crisis or other rapidly changing circumstances, this level of preparation may not be feasible. Fortunately, there are specific, research-based steps that managers can take without great effort to improve the engagement and productivity of remote employees, even when there is little time to prepare.

Does the world really need one more blog post about managing teams remotely? Yes, exactly one more—this one. Here’s a shortlist of virtual leadership practices to considering integrating into your morphing-by-the-hour leadership role to help your teams stay engaged:

6 Virtual Leadership Best Practices