The Higher Ed Workplace Blog

According to data recently released by CUPA-HR, the higher ed staff positions that saw the greatest growth from 2020-21 to 2021-22 were Event Planning Assistant (up 193%), Institutional Research Analyst (up 161%), Head of Campus Museum (up 120%), and Tutor (up 114%). These increases reflect an increase in the number of people hired to fill existing or newly created positions since 2020-21.

This month, CUPA-HR General Counsel Ira Shepard provides overviews of recent cases and decisions, including EEOC guidance on requiring employee COVID-19 testing, the case of an employee discharged after filing for extended FMLA leave, the First Amendment case of employees challenging a ban on Black Lives Matter adornments on uniforms, data on private-sector union organizing, and more.

For the higher ed HR community to thrive there must be a pipeline of early-career professionals waiting in the wings, and one way CUPA-HR equips early-career pros to grow in their role and take steps toward their career goals is through the Wildfire program. The program, sponsored in part by HigherEdJobs, is a 12-month immersive experience that connects a small, select group of early-career higher ed HR professionals with some of the top leaders in the profession, giving them a variety of learning opportunities.

On July 15, a federal judge from the U.S. District Court of the Eastern District of Tennessee issued a preliminary injunction blocking enforcement of the Department of Education’s Title IX guidance that prohibits discrimination on the basis of gender identity and sexual orientation. Specifically, the ruling blocks enforcement of a June 2021 Notice of Interpretation issued by the department’s Office for Civil Rights (OCR) in light of the Supreme Court’s 2020 decision in Bostock v. Clayton County and President Biden’s Executive Order, “Guaranteeing an Educational Environment Free from Discrimination on the Basis of Sex, Including Sexual Orientation and Gender Identity.”

New research from CUPA-HR shows that higher education institutions are in the midst of a talent crisis, as many staff, professionals and administrators are considering other employment opportunities due to dissatisfaction with their pay, their opportunities for advancement, their institutions’ remote and flex work policies, and more. The newly published research report, The CUPA-HR 2022 Higher Education Employee Retention Survey: Initial Results, provides an overview of what proportion of the higher ed workforce is at risk for leaving, why they’re considering leaving employment, and with which policies, work arrangements and benefits employees are satisfied or dissatisfied.

CUPA-HR’s Association Leadership Program (ALP) has taken place every July for more than two decades, bringing together chapter, region, and national board members; association staff; key corporate partners; and other invited guests. After two years of meeting only virtually, these leaders were finally able to meet again in person last week.

The Emerging CUPA-HR Leaders program is aimed at HR professionals who have assumed leadership roles at their institutions and are looking for the next opportunity to grow and engage. Invited participants have the unique opportunity to engage in problem-solving work groups and develop deep networks with peers while gaining an inside look at CUPA-HR’s operations and structure. Learn more about the chapter project recently completed by the 2021-22 cohort, and join us in welcoming the 2022-23 cohort!

This month, CUPA-HR General Counsel Ira Shepard provides overviews of recent cases, including those of a professor denied tenure due to a sex harassment allegation, a sheriff’s deputy denied medical coverage for sex-change surgery, a professor who brought a gender-based discrimination claim for a position never filled, an employee denied gender-confirmation coverage under the North Carolina Medical Plan for Teachers and State Employees, and more.

On June 21, the Biden administration released the anticipated Spring 2022 Regulatory Agenda, providing the public with a detailed glimpse into the regulatory and deregulatory activities under development across approximately 67 federal departments, agencies and commissions. Agendas are generally released in the fall and spring and set target dates for each agency and sub-agency’s regulatory actions for the coming year. Based on a thorough review of the Regulatory Agenda, CUPA-HR would like to highlight the following proposed actions for members, including an updated target date for the release of a new overtime proposal.

As we embark on a new year at CUPA-HR, we want to take a moment to introduce the incredible leaders behind our higher ed HR association. CUPA-HR has been able to support and advance our profession thanks in large part to the tireless efforts of our national board members and other CUPA-HR leaders.