2.2 Employment Status

Employment status reflects the number of hours worked and whether the appointment with the University is regular or temporary.

Regular Employee: You are considered a regular employee if you have an indefinite appointment with no specific ending date and occupy a budgeted University position.

Regular Full Time: You are considered a regular full-time employee if you are normally scheduled to work 40 hours per week.

Regular Part Time: 

You are considered a regular part-time employee if you are normally scheduled to work less than 40 hours (1.0 FTE) per week.

Employees who are normally scheduled to work 36 hours (0.90 FTE) per week may be eligible for certain full-time benefits.

Temporary Employee

University General Division: You are considered a temporary employee if you are appointed for a limited period of 12 consecutive months or less with a specific ending date. A temporary employee working half time or greater, who has completed 12 consecutive months of employment, must be transferred to a regular position, or be separated. If separated following a 12-month period of temporary employment, you may not be rehired as a temporary employee for one year. Temporary employees may have a set schedule or work on an as needed basis.

91¶ÌÊÓƵ Health: You are considered a temporary employee if you are appointed for a limited period or on an as needed basis.  Temporary employees may also be considered PRN employees. You are considered PRN if you are scheduled to work on an as-needed basis and may not have a set work schedule.

For the first six months of your employment, you will be in probationary status. During this time, you will have an opportunity to familiarize yourself with the University, your work duties, and your department.

All former employees rehired by the University in a staff position must complete the initial six-month probationary period. Time worked as a temporary University employee will be counted toward satisfying your initial probationary period if there is no break in service between the temporary and regular position. Normally an employee in the initial  6-month probationary period will not be considered for transfer or promotion.

Staff employees who move to another staff position will be required to serve a ninety (90) calendar day probationary period in the new position, whether a promotion, demotion, or lateral transfer. 

You must normally complete six months of employment, including temporary employment, in your present position before you can be considered for a promotion, transfer or demotion.

During either probationary period, your supervisor will assess your work, and, if your job performance is satisfactory, you will have successfully completed the probationary period. At the completion of the initial 6-month probationary period, the supervisor will meet with the employee to review performance and complete the Staff Performance Evaluation form.

A performance evaluation form is not required to document completion of the 90- calendar day probationary triggered by a promotion, demotion, or lateral transfer. It is the supervisor's responsibility to reach out to Human Resources for guidance to address issues arising from the promotion, demotion, or lateral transfer. Once the 90-day probationary period has been completed, and if no issues were reported, the employee is considered as having satisfactorily completed the probationary period associated with the promotion, demotion, or lateral transfer. Issues after the 90-day probationary period is completed must be addressed via the Progressive Discipline policy for General Division (Campus) employees and the Fair & Just Culture policy for 91¶ÌÊÓƵ Health employees. 

While you are in either probationary period, you may be terminated at any time for any reason or for no reason. You will not be granted appeal rights if you are terminated; however, if you feel that you have been discriminated against on the basis of race, color, national origin, sex, pregnancy, sexual orientation, gender identity, gender expression, religion, age, genetic information, disability, protected veteran status or any other applicable legally protected basis, you may avail yourself of the Grievances and Appeal Process as described in Section 7.4.

If, during either probationary period, the employee’s performance is less than satisfactory but the supervisor decides that discharge is not warranted, the probationary period may be extended for up to 90 calendar days.  Prior to the end of the extended probationary period, a determination will be made, based on the supervisor’s assessment, to either dismiss the employee  or continue his/her employment. 

The Department of Human Resources, office of Employee Relations, must be consulted prior to either probationary period being extended, termination or any actions related to progressive discipline. 

A staff employee may not hold more than one full-time position equivalent, inclusive of a temporary faculty appointment , within the University system.

You may work at another job outside the University, provided that your outside employment does not:

• interfere with the performance of your job at the University, 
• violate University regulations or policy, the State Ethics Laws or any other state or federal laws or regulations,
• bring discredit upon the University, or
• create a conflict of interest with your employment with the University.

You must obtain approval from your University supervisor before you accept other employment outside the University. A supervisor may initiate appropriate disciplinary action if an employee accepts outside employment considered contrary to University policy, or without approval.

A regular employee may appeal the disciplinary action for outside employment in accordance with the grievance procedure described in Section 7.4 of this Handbook (Grievances and Appeal Process).

Your total University service includes any current service, regular or temporary, and any verified prior University service, if applicable (excluding student employment). Total University service is used for purposes such as the Employee Service Recognition Program.

Accrual rates for vacation are based on the number of completed continuous years/months of service in a regular full-time and/or eligible part-time (.50 FTE or greater) position with the University, normally based upon your most recent date of hire as an employee (Seniority Date).

Refer to Section 3.6, Retirement Programs, for information regarding retirement service.