HR News

Campus Closure Timecard Instructions for May 6, 2026

Nancy Portner — Mon, 11 May 2026 12:36:20 +0000

Campus Closure Timecard Instructions for May 6, 2026 Nancy Portner Mon, 05/11/2026 - 06:36

As Campus Closure questions come my way, please take note of how you should enter your time whether you did or did not work on Wednesday, 5/6/2026.

For those that DID NOT WORK and took the Campus Closure Day, Wednesday, 5/6 - please code your time as shown below:

AiM Users: Use Leave Code ADLV:

MyLeave Users: select the Administrative Leave earnings code on your 5/6 MyLeave calendar event.

If you did work, please get with your supervisor or Aliyah Vigil regarding how you would earn recognition leave or be granted administrative leave for another day.

Supervisor Instructions:

Please fill out this campus closure tracking spreadsheet and list the employees from your shop who worked on the Campus Closure Day (5/6/2026) and email it back to Aliyah Vigil. This spreadsheet will assist me with entering Recognition Leave Earned (RLE) time into the employee’s AiM leave bank.

As a reminder, essential services employees -- classified overtime-eligible staff -- will receive:

2 hours of Recognition Leave Earned (RLE) for working a partial shift,
4 hours of RLE for working their full shift, and
6 hours of RLE for working more than their full shift.

This is in accordance with the Partnership Agreement.

Critical services employees -- University staff overtime-eligible employees -- do not fall under the Partnership Agreement regarding Recognition Leave Earned. Please work with your supervisor to review your department’s policy and determine whether administrative leave hours may be granted for use on another day, if applicable.

If an employee was scheduled to work but was absent, called in, or left early without being released by their supervisor or team lead, please make note of it on the spreadsheet. Those employees will not be granted administrative leave for the day and must use their personal leave (VAC or SCK) or leave without pay to cover their absence or early departure.

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Pay Day Schedule Change coming Feb. 28, 2027

Nancy Portner — Fri, 08 May 2026 19:59:45 +0000

Pay Day Schedule Change coming Feb. 28, 2027 Nancy Portner Fri, 05/08/2026 - 13:59

Beginning Feb. 28, 2027, nonexempt employees currently paid monthly will transition to a biweekly pay-in-arrears schedule as part of the Time & Labor project.

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Time & Labor (T&L) project information

Nancy Portner — Fri, 08 May 2026 18:19:08 +0000

Time & Labor (T&L) project information Nancy Portner Fri, 05/08/2026 - 12:19

Following a review with university leadership, the T&L go-live date has been moved to Feb. 28, 2027.

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I&R Commencement Time Coding Instructions

Nancy Portner — Mon, 04 May 2026 14:15:06 +0000

I&R Commencement Time Coding Instructions Nancy Portner Mon, 05/04/2026 - 08:15

Below are important AiM time‑coding and MyLeave instructions to help you record your hours correctly.

For employees who ONLY use MyLeave to submit leave requests (non-AiM users)

Any hours you volunteer during commencement weekend (Saturday, May 2, or Sunday, May 3) can be used later as administrative leave.

Please see the Chancellor’s announcement Linked Here for instructions on how to request your earned administrative leave. Any administrative hours earned must be used on or before June 30, 2026.

For employees who use AiM to record timecards

Employees Required to Work Commencement

If an employee is REQUIRED to work as part of their campus role and responsibilities, they should discuss with their supervisor the options below:

FLSA Non-Exempt Employees (Eligible for Overtime)

Adjust Weekly Hours

Supervisors may reduce an employee’s work week hours to account for the required weekend commencement hours.

Example: An employee is scheduled to work a 40-hour workweek but is also required to work 6 hours for commencement on Saturday (5/2). If approved by the supervisor, the employee may instead work a 34-hour workweek and 6 hours on Saturday, 5/2 for commencement.

The 34 hours would be coded based on when more than half of the scheduled shift hours occur (e.g., RGS, SHF, 3SS).
The 6 hours worked on Saturday (5/2) should be coded as differential (3HW).

If Hours Cannot Be Adjusted

If an employee’s 40 hours cannot be reduced within the same week, then the employee will work a full 40-hour week plus the weekend commencement hours.
For all hours worked on Saturday, the employee must be compensated with all applicable overtime/comp time and differential pay (e.g., OTPOW, 3OW, CTPOW).

FLSA Exempt Employees (Not Eligible for Overtime)

Adjust Weekly Hours
Supervisors may choose to reduce an employee’s hours within the week to account for the required weekend commencement hours.

Example: An employee scheduled for a 40-hour workweek and required to work 6 hours on Saturday (5/2) may work 34 hours during the week and 6 hours on Saturday.

The 34 hours would be coded as RGS.
The 6 hours worked on Saturday (5/2) should also be coded as RGS.

If Hours Cannot Be Adjusted

If an employee’s 40 hours cannot be reduced within the same week, then the employees will work their full 40-hour workweek plus their weekend commencement hours.
Employees will receive an Administrative Leave Float Day (ADLV) for hours worked during commencement. Administrative Leave Float Day (ADLV) must be used by the end of the fiscal year (on or before June 30, 2026).

Employees Not Required to Work Commencement (Volunteers)

If an employee is NOT REQUIRED to work as part of their campus role and responsibilities, and their role is not directly tied to sponsoring or facilitating these events, they are then considered to be volunteering and their time is not considered work time. Volunteering in weekend campus events like commencement should be discussed with and approved by their supervisor.

If volunteer time is approved by supervisor, the following options apply:

FLSA Non-Exempt Employees

Adjust Weekly Hours

Supervisors may reduce an employee’s work week hours to account for the weekend commencement hours.

Example: An employee is scheduled to work a 40-hour workweek but is also volunteering to work 6 hours for commencement on Saturday (5/2). If approved by the supervisor, the employee may instead work a 34-hour workweek and 6 hours on Saturday, 5/2 for commencement.

The 34-hours should be coded based on when more than half of the scheduled shift hours occur (e.g., RGS, SHF, 3SS).
The 6 hours worked on Saturday (5/2) should be coded as differential (3HW).

If Hours Cannot Be Adjusted

If an employee’s 40 hours cannot be reduced within the same week, then the employees will work their full 40-hour week plus their weekend volunteer commencement hours.
The employee must be compensated with all applicable overtime/comp time and differential pay (e.g., OTPOW, 3OW, CTPOW).

FLSA Exempt Employees

Receive an Administrative Leave as a Float Day

Code Saturday (5/2) hours as RGS.
Employees will receive an Administrative Leave Float Day (ADLV) for hours worked during commencement. Administrative Leave Float Day (ADLV) must be used by the end of the fiscal year – June 30, 2026.

If you have questions about how to code your time or which option above applies to you, please reach out to your supervisor or Aliyah Vigil before submitting your time or leave request. Thank you for your flexibility and for supporting commencement.

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Welcome to the Team: Emily Nelson, Project Manager

Nancy Portner — Mon, 13 Apr 2026 15:17:59 +0000

Welcome to the Team: Emily Nelson, Project Manager Nancy Portner Mon, 04/13/2026 - 09:17

Please join us in welcoming Emily Nelson to the Design and Construction team as a Project Manager. Emily is returning to her home state to join ̽��Ƶ, bringing an interdisciplinary background spanning engineering, architecture, and construction. Her work is grounded in the intersection of design and construction, and she is eager to support campus projects that will have a lasting impact for generations to come.

Welcome to ̽��Ƶ, Emily!

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Welcome to the Team: Nate Richards, Senior Project Manager

Nancy Portner — Mon, 13 Apr 2026 15:14:43 +0000

Welcome to the Team: Nate Richards, Senior Project Manager Nancy Portner Mon, 04/13/2026 - 09:14

We’re excited to welcome Nate Richards to Design and Construction as a Senior Project Manager. Nate comes to us with a degree in Construction Management from the University of Nebraska–Lincoln and 20 years of industry experience in Colorado. His background includes work with general contractors and an owner’s representative firm, and he is passionate about public‑sector work and building projects that serve communities for generations.

Welcome to Design and Construction, Nate!

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Welcome to the Team: Flora Aguirre Diaz, Campus Utilities Senior Project Manager

Nancy Portner — Mon, 13 Apr 2026 15:12:20 +0000

Welcome to the Team: Flora Aguirre Diaz, Campus Utilities Senior Project Manager Nancy Portner Mon, 04/13/2026 - 09:12

Please join us in welcoming Flora Aguirre‑Diaz to the Design and Construction team within Infrastructure & Resilience. Flora is stepping into the role of Campus Utilities Senior Project Manager, bringing more than 20 years of experience in project and facilities management, with a strong background in the K‑12 sector. As a ̽��Ƶ alum, Flora is excited to return to campus and contribute to the institution that helped launch her career.

Welcome to the team, Flora — we’re glad to have you back at ̽��Ƶ!

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Referral bonuses available to CU staff

Anonymous — Fri, 20 Feb 2026 03:06:22 +0000

Referral bonuses available to CU staff Anonymous (not verified) Thu, 02/19/2026 - 20:06

The division of Infrastructure and Resilience has several open positions and we need your help recruiting. If you know anyone who might be interested in applying for one (or more) of the positions listed below, please encourage them to apply. Be sure they include your name on the application when they apply so that you get the referral bonus after they complete the time period listed below. Please note an employee can only earn one referral bonus for a new hire (meaning they cannot get two referral bonuses for the same employee). If an employee is re-hired (who had earned a referral bonus previously), a current employee (even if he/she is not the original referrer), cannot earn a second referral bonus for the re-hired staff member. As a reminder, the ̽��Ƶ HR promotions and transfers webpage outlines how employees may express interest in other transfer and promotional opportunities.

Buff Bus Drivers

$500 referral bonuses are available to current CU staff who refer new (not returning) CDL-licensed bus drivers to our team: a one-time $500 bonus will be paid out to the referring employee after the new hire reaches six months of employment. Bus driver bonuses do not apply to referrals for CDL-trainees.

Transportation Fleet Mechanics

$500 referral bonuses are available to current CU staff who refer new (not returning) fleet mechanics to our team: a one-time $500 bonus will be paid out to the referring employee after the new hire reaches six months of employment.

Groundskeepers

$200 referral bonuses are available to current CU staff: a one-time $200 bonus will be paid out to the referring employee after the new recruit reaches three months of employment.

Custodians

$200 referral bonuses are available to current CU staff who refer new custodians to our team: a one-time $200 bonus will be paid out to the referring employee after the new recruit reaches three months of employment.

Material Handlers

$300 referral bonuses are available to current CU staff who refer new material handlers to our team: a one-time $300 bonus will be paid out to the referring employee after the new recruit reaches six months of employment.

Trades (Mechanics/Journeyman/Technicians)

$500 referral bonuses are available to current CU staff who refer new trades workers to our team: a one-time $500 bonus will be paid out to the referring employee after the new recruit reaches six months of employment. Referral-eligible trades positions include mechanics, journeymen, and technicians.

Utility and Energy Services (technical positions only, clerical positions are excluded from this referral program)

$500 referral bonuses are available to current CU staff who refer new technical (non-clerical) workers to join our Utility and Energy Services (UES) team. This bonus is available for UES technical positions posted on or after Jan. 7, 2026 (not retroactive for past positions). The bonus will be payable within 30 days after the referred utility plant operator (UPO) is fully qualified (B&C, CHP programs completed and passed both board qualification exams). Other bonuses will be paid out to the referring employee after the new recruit reaches six months of employment.

We are offering these referral bonuses to any current CU staff member (classified or University staff) in a .50 FTE (50%) or greater position. Anyone involved in the hiring process for the positions above (including direct supervisors, hiring managers, appointing authorities and HR) will not be eligible for the referral bonus program. New recruits must come from outside the Infrastructure & Resilience team. If a current I&R/Facilities Management staff member is being promoted or transferred into one of the positions above, neither that person, nor that person’s colleagues, are eligible for referral bonuses. Once referral award bonuses are earned, they will be paid during the next regular payroll cycle.

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Welcome Dave Borst, I&R Business Analyst

Nancy Portner — Thu, 12 Feb 2026 22:00:05 +0000

Welcome Dave Borst, I&R Business Analyst Nancy Portner Thu, 02/12/2026 - 15:00

Please join us in giving Dave Borst a warm welcome to the I&R IT team. Dave has recently joined the I&R IT Enterprise Systems group as our new Business/Data Analyst, working alongside Beatriz Antequera and Aaron Colvard. In addition to his Data Analyst skills, Dave brings valuable experience in System Administration. Dave will primarily be focusing on supporting PowerBI reporting within the department.

Thank you for helping us create a welcoming and collaborative environment as Dave begins his journey with us.

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New Employee Orientation Schedule Changes – Begins January 20, 2026

Nancy Portner — Thu, 08 Jan 2026 19:57:01 +0000

New Employee Orientation Schedule Changes – Begins January 20, 2026 Nancy Portner Thu, 01/08/2026 - 12:57

New hires with a hire date of January 12, 2026, or later will participate in a two‑day New Employee Orientation (NEO) beginning January 20, 2026.

Day 1

• 8:30–9:00 a.m. – Check in with IT for computer/phone issuance
• 9:00–10:30 a.m. – QuickStart
• 10:30–11:15 a.m. – COWINS / Non‑COWINS
• 11:15 a.m.–12:10 p.m. – Lunch & I‑9 Completion
• 12:10–1:30 p.m. – Benefits Session

Day 2

• 9:00–10:30 a.m. – AiM Training & MyLeave
• 10:30–11:00 a.m. – Workplace Safety
• 11:00–11:30 a.m. – Employee Engagement

All sessions will continue to take place in Research Lab 2, Room 167. Please arrange transportation to and from RL2 to ensure that your new hires may attend both days of orientation.

Thank you in advance for your cooperation. We appreciate your partnership as we work to deliver engaging and effective orientation experience.

Please reach out to nijah.echols@colorado.edu with any questions or concerns.

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