Human Resources


The Office of Research Administration, Human Resources (ORA HR) manages the process and functions related to ORA's employees and they 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


Contacts

NameEmailPhone

Amanda Watson

amanda.watson@emory.edu

404-251-0084

Other Resources

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

Contacts

NameEmailPhone

Amanda Watson

amanda.watson@emory.edu

404-251-0084


Other Resources

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 (SOAR)
  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

If you need...

First review the Hiring Process Map

For:

  • New employee
  • Temp employee
  • Student help
  • Interns
  • New Employee Orientation

Complete:

Send to:

ORA Human Resources

ora.hr@emory.edu

(allow 24 hour turn-around)

An Emory employee or faculty who meets 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); and
  • Work at a location where there are at least 50 Emory employees within 75 miles.

 Amanda Watson is ORA's HR rep for FMLA requests.

When the employee submits the FMLA request, either the ORA's HR rep or the employee's direct supervisor may complete the eligibility designation.

Emory University Employee Relations designates the leave as a qualified event under FMLA. Leaves will be designated as "approved", "not approved", or "additional information needed".

To appropriately track FMLA leave, the following steps are to be completed:

  • The employee keeps track of the actual time not worked due to the FMLA leave event and documents this time in the FMLA tracking spreadsheet (provided by ORA-HR).
  • Either the employee or the ORA-HR rep may submit the accrued leave (sick, vacation or floating holiday) request; using the Monthly Exempt Tracking System (exempt employees) or Emory Timekeeping Adjusting System (biweekly employees), indicating such leave is related to the FMLA event.
  • The employee's supervisor approves and monitors the FMLA time submitted and taken.
  • The employee emails the spreadsheet (copying their supervisor) to ORA-HR on a monthly or biweekly basis.
  • ORA-HR reconciles the spreadsheet and time submitted in leave tracking system(s).

You may contact Amanda Watson at amanda.watson@emory.edu or Maria Mendez (ORA-HR) at mmendez@emory.edu

If the employee is out due to a serious medical condition for more than 3 consecutive days, or out following any period of hospitalization, then yes, they must request FMLA leave. To ensure the situation is appropriately addressed, please contact ORA-HR or Employee Relations for further clarification.

If the employee is out on a continuous FMLA leave, then no, they cannot work in any capacity. If the employee is on Intermittent FMLA leave, they should not work while they are on leave due to their FMLA event.