102 Categories of Employment
The University has the following categories of employment pertaining to managerial and professional positions:
Regular employment consists of continuous, predictable, and scheduled employment of six months' duration or longer. Regular employment may be:
Full-time employment consists of a regular schedule of 37.5 hours per week (or 40 hours per week if there is prior departmental practice). Part-time employment consists of a regular schedule of less than 37.5 hours per week. Employees regularly scheduled to work 20 or more hours per week are eligible for participation in most benefit programs, subject to any specific requirements described under each benefit program.
Term or fixed-duration employment is of more than six months' duration but with a date of termination specified at the time of hire. Term appointments may be governed by specific terms and conditions of employment established at the time of hire and approved by the Department of Human Resources or the Office of the Provost. Such terms and conditions of employment specific to a position take precedence over any general University Personnel Policies and Practices. Unless eligibility for benefits is modified by the specific terms of the appointment, term employees scheduled to work more than 20 hours per week are eligible for participation in most employee benefit programs.
Salaried staff employees may be employed for successive terms of 9, 10, or 11 months. Typically, part-year employees work from September through May, but alternative annual part-year schedules may be arranged.
Departments or schools may designate any vacant position as a part-year position. An existing filled position may be converted from a 12-month to a part-year position with the incumbent having the option of continuing in the part-year position or giving up his or her position and electing layoff status.
Part-year employees scheduled to work 20 or more hours per week are eligible for participation in most employee benefit programs. Access to paid time-off programs will be on the same basis as for other regular employees with proration as described under the Vacation, Personal Business, and Sick Days policies.
At the end of a renewable part-year appointment, the employee is placed on an unpaid seasonal leave of absence. During the leave, an employee may continue to participate in University programs, including benefit programs, upon payment of the applicable employee contributions or fees.
Where an individual holds both a faculty appointment and an appointment as a managerial or professional employee, each appointment is designated as either primary or secondary. Ordinarily, one appointment is primary and the other(s) secondary, but in some cases there can be more than one primary. The designation is normally made at the time the second appointment is made, but it may be done at any time by the Dean or Provost (provided that if a faculty appointment is designated as secondary in the middle of the appointment term, the designation does not become effective until the expiration of a period equal to the required notice of nonreappointment for that appointment.) If no formal designation is made, a dual faculty/managerial and professional appointment where the faculty appointment is in a ladder or research rank is presumed to be primary, and a dual faculty/managerial and professional appointment where the faculty appointment is in an adjunct, clinical or other instructional rank is presumed to be secondary.
The termination of a primary appointment, whether faculty or managerial or professional, automatically terminates a secondary dual appointment, without any notice, grievance or similar rights with respect to the secondary appointment otherwise afforded by the Faculty Handbook or the Personnel Policies and Practices. Termination of (or other personnel action directed toward) the secondary appointment only will not automatically affect the primary appointment. In such instances, the individual will be extended such notice, grievance and similar rights as are afforded by the Faculty Handbook or the Personnel Policies and Practices with respect to the secondary appointment. The termination of a secondary appointment is effective at the same time as the termination of the primary appointment, except that if the individual is teaching a course during the current academic term under the secondary appointment, the termination is effective at the end of the academic term.
Xref: PPP 107.4, 300; XCT; FH
Temporary employment consists of continuous, predictable and scheduled employment of less than six calendar months' duration. Temporary employment can be full-time or part-time. Temporary employees are not eligible for benefits, or holiday or recess pay.
Casual employment consists of discontinuous and irregularly scheduled work at unpredictable intervals, the total of which is not expected to exceed more than 1,000 hours in any fiscal year. Casual employees are not eligible for benefits or holiday or recess pay.
Xref: PPP 104
Persons in this category are not University employees. They are on contract to provide services to a department or unit. Guidelines are described in the Office Procedures Manual and the Treasurer's Office Manual
Xref: OPM 406, 407; TOM 904