Frequently Asked Questions

faq

 The Office of Employee Relations is a division of Human Resources Administration. If you have questions regarding conditions of employment, ethical concerns, application or interpretation of a policy, position classification, performance improvement or evaluations, creating an action plan, or general employment related concerns, please schedule an appointment to meet with an Employee Relations Specialist.
When an employee becomes aware of a need for leave under the Family Medical Leave Act (FMLA), the employee should provide notice at least 30 days in advance or as soon as it is foreseeable. Requests for FMLA leave should be submitted to the Benefits Office. For more information, go to: http://employees.hr.gsu.edu/benefits/.
Yes, an employee shall make every reasonable effort to avoid the appearance of a conflict of interest and not engage in any occupation, pursuit, or endeavor which will interfere with the regular and punctual discharge of his/her official duties at Georgia State University. For all activities or outside employment that could cause a conflict of interest or commitment and could adversely affect the employee’s capacity to meet his/her GSU responsibilities, the employee shall disclose and seek approval from his/her immediate supervisor. An employee shall complete a Request for Approval to Engage in External Activities form by going to: http://universityattorney.gsu.edu/conflict-of-interest-policies/ and clicking on the Georgia State University Outside Activity Disclosure form.
Georgia State University Employee Handbook, Section 804.2
 To obtain a copy of your employment file, you must submit an Open Records Request to the Office of Legal Affairs at: recordsrequest@gsu.edu
Complaints: Complaints refer to allegations of discrimination on the basis of race, color, religion, national origin, sex, age, sexual orientation, veteran status, disability, or allegations of retaliation and should be filed with the University’s Opportunity Development/Diversity Education Planning (“ODDEP”) Office at: odaa.gsu.edu.

Grievances: A grievance is an appeal to one of the following adverse employment actions: involuntary termination (does not include resignation, resignation/retirement in lieu of termination, or retirement); a suspension or demotion; or an adverse action or decision that allegedly violates, misinterprets, or improperly applies a specific University policy, procedure, rule, or regulation. The Staff Grievance process is available to any employee working at least .5 FTE (full-time equivalency) who has completed the provisional employment period. The Staff Grievance process is not available to temporary employees, faculty, students, or non-University affiliates (consultants, vendors, contractors, etc.).

An employee must file the Grievance within ten (10) calendar days of the adverse action.
To file a grievance with the Office of Employee Relations, go on-line at:
https://gsu-lr.entellitrak.com/etk-gsu-lr-prod/login.request.do?service=%2Fhome.do.
If you are a new user, you must first register by clicking the “Register” button at the bottom left corner of the screen. From there, you can follow the on-screen directions to register. After registering, go to the drop down menu and select the “Employee Relations – Grievance” tab. Please complete the form as detailed as possible and submit the form as instructed. Once submitted, you will receive a confirmation email and you will be contacted by someone in Employee Relations.
Scheduling an appointment is highly recommended to ensure someone in the Office of  Employee Relations will be available at that time to hear your concerns. To schedule an appointment, go on-line at:
https://gsu-lr.entellitrak.com/etk-gsu-lr-prod/login.request.do?service=%2Fhome.do.
If you are a new user, you must first register by clicking the “Register” button at the bottom left corner of the screen. From there, you can follow the on-screen directions to register. After registering, go to the drop down menu and select the “Employee Relations – Consultation” tab. Please complete the form as detailed as possible and submit the form as instructed. Once submitted, you will receive a confirmation email and you will be contacted by someone in the Office of Employee Relations.
 No, the Georgia Department of Labor makes the final determination regarding unemployment insurance claims.
The performance evaluation should be based on your manager’s observance of your consistent performance throughout the calendar year. If you disagree with your supervisor’s rating of your performance, you may provide additional information (e.g. prior good feedback) and request your supervisor to make changes to the ratings. However, it is at the supervisor’s discretion if a change is made. Employees do have the right to write a rebuttal within 30 calendar days of receiving their performance evaluation. A copy of the employee’s rebuttal must be submitted to the supervisor and to the Office of Employee Relations at: employeerelations@gsu.edu. Once received, Employee Relations will attach the employee’s rebuttal to his/her performance evaluation.
No, Employee Relations does not transfer employees from one department to another. To obtain employment in another department, an employee must apply for an open position and go through the normal recruitment and selection process.
Yes, before a person may begin volunteering at Georgia State University, the department and individual must read and follow the steps outlined in the Structured Volunteer Program Policy, as well as complete the Volunteer Registration and Agreement form:
structured-volunteer-program-policy-and-agreement
When a non-exempt employee works over 40 hours in a given workweek, the employee is entitled to overtime pay at 1 and ½ the hourly rate for all time worked in excess of 40 hours or the employee will earn paid time off (known as comp. time) at 1 and ½ hours for time worked in excess of 40 hours. This decision is not determined by the employee. Each Vice President/Dean makes the decision for his/her respective division/college. The Vice President/Dean may delegate this decision to department heads. Non-exempt employees must seek approval before working any overtime hours. To seek approval for overtime hours, complete the Overtime Request Form. If a non-exempt employee works overtime without prior approval, the employee will be paid for the time worked. However, the employee can be subject to disciplinary action for not seeking prior approval.
Yes. It is the responsibility of all employees to the read the Employee Handbook, as well as familiarize themselves with their departmental policies, procedures, and guidelines.
No, it is not illegal if an employee is not allowed to take a break. Although Georgia State University allows for employees to have a lunch break, the University does recognize that in some instances, the needs of the job must be satisfied, before a break can be granted. Therefore, in some units, breaks may not always be possible. Breaks are a privilege and are not a right. Employees on a break, may leave the work area. If a non-exempt employee is on break and is asked to perform work or decides to perform work, the employee must be paid for the time worked.
Georgia State University provides a supportive environment that enables breastfeeding employees to express their milk during business hours. Lactating mothers shall be granted flexible and reasonable breaks, using their normal break periods and meal times, to accommodate milk expression. The University has designated private and sanitary locations on each campus. For a list of locations, please go to: gsu-lactation-areas-for-nursing-mothers