Human Resources

The Office of Research Administration, Human Resources (ORA HR) manages the process and functions related to ORA's employees and their relations at work.

Recruiting

In accordance with Emory's employment policies, the basic criteria for employee selection, transfer, or promotion shall be appropriate qualifications, education, experience, training and performance.

Temporary employees may also be hired for a short-term primarily through Emory Temporary Services (ETS) or directly by hiring department.

The hiring manager initiates this process

1. Review the Hiring Process Map (PDF)
2. Complete the Job Requisition Form (SOAR)

Please allow two business days turn-around

View our current opportunities

Student Hiring

In accordance with Emory's student employment policy, a student employee is any full-time or part-time Emory student who works for Emory for pay. Students may be employed only in a temporary part-time (student) status, working no more than 20 hours per week except during identified school breaks.

Steps to hire a student:

1. Complete the Student Job Posting Form. Your job will be posted to receive student applications.
2. Once you have identified your student hire, complete the Student Hire Form.

Please allow 3 business days for student hires to be finalized and processed into PeopleSoft.

A confirmation email will be provided along with clocking instructions once your student has been approved to start working. 

 STUDENTS SHOULD NOT START WORKING BEFORE AN APPROVAL NOTICE HAS BEEN SENT FROM ORA HR.

Other Resources

• Policy 4.99 – Employment (Recruitment)
• Policy 4.1 – Employment of Temporary Employees

Family Medical Leave

The Family Medical Leave Act entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons, including:

• Birth of the employee's child, or to care for the employee's newborn child
• Placement of a child with the employee for adoption or foster care
• To care for an immediate family member with a serious health condition:
  • spouse
  • same sex domestic partner
  • child
  • parent
• Employee's serious health condition
• To care for a service member with a serious illness or injury incurred in the line of active duty
• An exigency due to family member's active duty or call to active duty status

Eligibility

The employee must meet the following criteria:

• Have worked at least 12 months for Emory (need not be consecutive)
• Have worked at least 1,250 hours for Emory over the preceding 12 months (actual hours)

Process

A request may be submitted by the employee or on behalf of the employee by their supervisor, manager, or departmental HR representative.

1. Employee reviews the FMLA Overview
2. Completes the FMLA Request
   1. Choose Amanda Watson as the HR Representative
3. ORA HR (or employee’s supervisor) completes the eligibility form and emails the employee and supervisor
4. Emory Employee Relations provides the final designation of the leave as qualified event under FMLA. Leaves will be designated as "approved", "not approved", or "additional information needed"
5. FMLA is tracked as a continuous or intermittent. ORA HR will discuss with the employee to determine the appropriate process to track and document the FMLA event
6. For FMLA requested for the employee’s own condition, a Return-to-Work authorization must be provided to the Central Employee Relations prior to the employee’s start date.
7. Employees on continuous FMLA leave, must not work while they on FMLA leave

Other Resources

• Policy 4.73 – Family and Medical FMLA

Promotions and Reclassifications

Supervisor can initiate the request. Possible classification changes include:

• Reclassification: A reclassification involves the classification of an existing position into a new job title and/or pay grade due to a significant change in job content. This change must be based on more than an increase/decrease in work volume and pace or the addition/deletion of minor duties. In this situation, an employee is moving to the job classification that more accurately reflects how his or her duties have evolved. The current position will not be backfilled. A reclassification may result in the placement of a position in a higher, lower or the same pay grade.
• Promotion: The employee moves from a position in one job classification to another in a higher pay grade AND the original position is left vacant or to be filled. This employee participated in open recruitment and was selected after interviews.
• Demotion: A demotion occurs when an employee moves to a position in a lower grade. This can occur when an employee voluntarily participates in open recruitment.
• Lateral Move: A lateral move occurs when an employee moves to a position in an equivalent grade. This can occur when an employee voluntarily participates in open recruitment.

Supervisor can initiate the request by providing the following information:

1. Complete the Reclassification Form (Obtain from ORA HR)
2. Updated Resume
3. Requisition Notes and Health and Safety Questionnaire
4. Organizational Chart – Create for your department if needed.
5. Submit the package to ora.hr@emory.edu

Other Resources

• Policy 4.7 – Transfers and Promotions