602 Employment

602.1 Types of Employment

  1. Regular
    1. Full-time
      Employment that is expected to continue indefinitely on a full-time basis (approximately 40 hours per week). Employees in this category are entitled to all fringe benefits provided by the University after completing the required waiting periods.
       
    2. Part-time
      Employment that is expected to continue indefinitely on a part-time basis (fewer than 40 hours per week). The following applies to part-time employees:
      1. Employees who work fewer than 40 hours per week are not entitled to most university benefits. All university employees may elect to participate in the Supplemental Retirement Program.
         
      2. Employees who work 20 hours or more per week are required to participate in the Teachers' Retirement System.
         
  2. Temporary Employment Arrangements

    Policy Statement

    Temporary employment is considered to be a short duration of twelve consecutive months or less, with extensions past one year requiring approval from Human Resources and appropriate administrators.

    Temporary employees may be used for the following reasons:

    • Temporary absences of regular employees
    • During recruitment of vacant positions
    • When help is necessary during peak or seasonal time periods
    • For special projects that have a defined time limit

    Temporary Employees of Troy University

    Temporary employees may be employed and compensated through the Troy University payroll system; however, they are ineligible for any fringe benefits. No part of temporary employment will be counted as an appraisal period or a waiting period for purposes of fringe benefits in the case of subsequent appointment into a regular position. Temporary employment does not give the employee any privilege or right to promotion, transfer, or reinstatement to a temporary or regular position after any type of leave.

    Note: In accordance with RSA guidelines, temporary employees working in excess of 20 hours on an extended time arrangement over one-year must participate in the Teachers' Retirement System which entails employee and employer contributions.

    Temporary Employees through Temp Agencies

    In general, the use of temporary agencies to fill temporary positions at TROY is discouraged. However, if efforts to fill a temporary position through the TROY recruitment process are unsuccessful, a department may request permission through Human Resources to engage in the services of a temporary employment agency.

    The request must be submitted prior to the employment of the temporary agency and must include:

    • A detailed description of the duties to be performed
    • Clear documentation of previous efforts to fill the position through TROY recruitment processes
    • Justification of the appropriateness of utilizing a temporary agency
    • Documentation that no other alternative is available to accomplish the work
    • A copy of the proposed temporary agency agreement.

    Financial viability of utilizing temporary agencies will also be analyzed to determine if the return on investment is adequate. All expenses incurred related to temporary agency fees and salaries paid are the responsibility of the department utilizing the temporary agency worker. Coordination with the temporary agency related to responsibilities, compensation, performance assessment, and duration of assignment is the responsibility of the Troy supervisor.

    NOTE: Temporary agency workers are not employees of Troy and do not receive any Troy benefits; however, they are subject to Troy policies and procedures to include background checks prior to reporting to work.


602.2 Appraisal Period

  1. New Employees

    The first six months of employment under any type of staff employment is an initial appraisal period for all employees. During this time, both the employee and employer have an opportunity to evaluate one another. During the initial appraisal period, each employee will be evaluated for:
    1. Ability
       
    2. Attitude
       
    3. Compatibility with position
       
    4. Conduct
       
    5. Other areas
       
    If at any time during the six-month initial appraisal period the employee or the supervisor decides to terminate the employment, the employee may be released without cause or advance notice. There will be no appeal of termination or grievance procedure during this initial appraisal period. During the initial appraisal period, full-time employees are entitled to such benefits as holidays, sick leave, and accrual of annual leave. However, applications for taking annual leave are discouraged until regular employee status has been attained. Full-time employees may not compete for other positions on campus while in the initial appraisal period.
     
  2. Transfers and Promotions

    When a full-time employee receives a promotion or is transferred to a position of higher classification, the appraisal period will be three months. The new supervisor will evaluate the performance of the employee during this three-month period in the same manner that a new employee is evaluated. A classified employee will receive a step increase at the end of the three-month appraisal period and on the next anniversary date. A part-time employee who is hired in a full-time capacity shall fall under the six months initial appraisal period under Section 1.2, A.