Regular (FTE) Part-Time and Temporary Staff

Departmental Responsibility: Office of Human Resources
Topic: Regular (FTE) Part-Time and Temporary Staff
Policy: Regular (FTE) Part-Time and Temporary Staff
Effective: January 01, 2014
Last Revised Date: July 17, 2014

Goal:

To provide guidelines for regular (FTE) part-time and temporary staff.

Clemson University will adhere to the defined guidelines outlined in this policy for using regular (FTE) part-time and temporary staff.

This policy does not apply to any individuals in a full-time (standard hours of 30 or more) regular (FTE), temporary grant, or time-limited position.

Definition:

Regular (FTE) part-time is defined as individuals in FTE positions working standard hours less than 30.

Temporary is defined as temporary grant, time limited, temporary, and intermittent.

Works Hours Limitations:

Colleges and divisions must make a determination of standard work hours of service per week based upon business need and availability of funding.  Standard work hours in the Human Resource System must be accurately reflected.

Two options exist:

1.    Cumulative Total of 28 or Less Hours of Service per Week - It is the responsibility of the hiring department(s) and employee to ensure that the employee’s hours of service do not exceed 28 hours of service per week.  Multiple Jobs:  Employees may occupy multiple jobs with the University provided that the cumulative number of hours of service does not exceed 28 hours of service per week.  Secondary hiring department(s) must obtain approval from the primary hiring department prior to assignment of any additional work and to ensure that the limitation to 28 hours of cumulative service per week is not exceeded.  The primary department is defined as the department that was the first to hire the employee.

2.    Cumulative Total of 30 or More Hours of Service per Week - If business need presents the necessity to work over 28 hours of service per week, then the supervisor must receive college/division approval.  This option will result in offering federally mandated benefits which will result in a higher benefit rate.  Colleges/divisions must plan for and be prepared to fund any increase in fringe costs.

Disciplinary Action:

Employees and their supervisor are responsible for complying with this policy with close monitoring of hours.  Failure to abide by this policy may result in disciplinary action, including up to termination, for the employee and/or the employee’s supervisor.

Fringe Rates:

Colleges/divisions will be assessed the appropriate fringe rate for regular (FTE) part-time and temporary staff workers based on their benefits eligibility determined from their position and standard cumulative hours, or average hours worked during designated measurement periods.



THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THE DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT.

Contact HR

Clemson University 
Office of Human Resources

108 Perimeter Rd,
Clemson, SC 29634
ATTN: Employee Records

Phone: 864.656.2000
Fax: 864.656.4672
Email: ContactHRSC@clemson.edu

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