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Task Force on Health and Well Being: Progress Report - page 20 / 24





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it.  The program includes incentives for perfect attendance (four additional days off for perfect attendance) and for no unscheduled absences.  Last year in Building Services, 70 out of 240 achieved this goal and 90 had only 1 or 2 unscheduled absences.

Work Schedules

Contrary to what many believe, flexible work schedules (early or late starting times, telecommuting, 10-hour work days, four-day work weeks, etc.) are permitted under existing policies and procedures.  We believe that the University should reaffirm support for the concept of flexibility in the workplace as long as the needs of the University and the office are met.  We call upon the Office of Human Resources and the Dean of the Faculty to work with managers to encourage them to accommodate flexible schedules whenever possible.  As noted earlier, allowing employees to begin early or stay after the usual closing time could increase their ability to engage in fitness, educational, and other classes or activities during the day.  More generally, we encourage the development of a campus climate that more fully appreciates the benefits of making it possible for members of the staff, including members of the bi-weekly staff, to take advantage of opportunities to improve their health, fitness, wellness, and education.    

Other Recommendations

We recommend that the University increase its support for employee educational assistance, employee professional development, and other training programs for members of the staff, such as the pilot program, “Excelling at Princeton,” that was launched last year to provide bi-weekly staff members with opportunities to work with an instructor from Mercer County Community College to develop their skills.  The University covered the costs of the program and paid for released time so members of the staff could participate.     

We recommend that the University actively explore corporate memberships at area gyms and fitness facilities that might provide discounts to employees at nominal or no cost to the University, and that it explore possible partnership arrangements with the Princeton Medical Center for the benefit of members of the faculty and staff.   

We recommend that the University review its policies regarding 10-month employees to see whether it can provide greater assistance as they seek to make ends meet over the summer.

Finally, we take seriously the discussion in the focus groups about creating a stronger culture of respect on campus.  Members of our community deserve to work in an environment where they are valued and respected and have their opinions and needs taken seriously.  Toward this end, the University should:

Put in place a strategy for regular monitoring and improvement of employee satisfaction, perhaps through an annual survey.

Continue to have events like FluFest where immunizations are subsidized and the University reaches out to employees; this makes many feel affirmed.

Have students meet with the building services employees in their dorms (currently done on an ad hoc basis).

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