SUBJECT: STAFF STATUS
APPLIES TO: STAFF
EFFECTIVE DATE: July 1, 2010
REVISED FROM: July 1, 1993
All employment documents whether a formal contract, letter of employment, or personnel action form should reflect the employment status as set forth in the policy, viz., regular staff employee (full-time), regular staff employee (part-time), temporary staff employee (full-time) and temporary staff employee (part-time).
The following categories are used to define employee status of all University staff employees. Definitions may be altered or may not be applicable due to contractual agreements with other entities:
1. Regular Staff Employees
- No regular staff employee shall have an employment contract right beyond June 30 of the fiscal year in which that employee is hired, SAVE AND EXCEPT as the term may be longer than one (l) year, but in no event longer than four (4) years. Nothing contained in this paragraph shall operate to deprive an employee from relief if the employee has suffered a deprivation of constitutional right.
- Full-time - Employees of this category are employed for a period of time exceeding six months to work a minimum of 37 1/2 hours per week. These employees are eligible for all fringe benefits of the University.
- Part-time - Employees of this category are employed for a period of time exceeding six months to work less than 37 1/2 hours per week. These employees are eligible for all benefits of the University except group insurance and possibly retirement benefits (based on number of hours per week worked). Reference: Policy No. V B and V C.
- Contracts or letters of employment will be processed as soon as possible after the Board of Regents adopts the budget for the subsequent fiscal year (July l - June 30).
2. Temporary Staff Employees
- Full-time - Temporary staff employees who would be covered by KERS but for their temporary status are employed for a period of time not to exceed nine months, unless a one calendar month break in service occurs. The employee is to work a minimum of 37 1/2 hours per week while employed. Temporary staff employees in TRS positions working at least 70% of full time must contribute to TRS or ORP. A temporary staff employee working at least 70% of full-time may work in a TRS position for 9 months with an option for renewal with no break in service.
- Part-time - Temporary staff employees who would be covered by KERS but for their temporary status are employed for a period of time not to exceed nine months and must work less than 37 1/2 hours per week. Temporary staff employees in TRS positions working less than 70% of full-time are not required to contribute to TRS or ORP. A temporary part-time staff employee may work in a position which would be covered by TRS but for the fact the position requires services on a continuing basis of less than 70% of normal full-time service for 9 months with an option for renewal with no break in service.
- Temporary employees are not eligible for fringe benefits of the University including vacation, sick leave, paid holidays, retirement (except as required by law) or the medical and life insurance program.
- Temporary employees will receive pay only for the actual time worked. No pay is authorized for holidays or other leaves during temporary employment.
- Temporary employees may be eligible for unemployment benefits. The benefit payments depend upon the length of employment with the University and the employee's work history.
- Temporary employees are eligible for workers' compensation.
- A full-time or part-time temporary staff employee working an average of 100 hours or more per month during a fiscal or calendar year in a KERS position is prohibited from working in a temporary status beyond a total of 9 months, unless a one calendar month break in service occurs. A calendar month is defined as the first day of the month through the last day of the month (e.g., March 1 to March 31). A termination and re-hire date must exist for the break in service. No break in service is required for temporary staff employees in KERS positions working less than an average of 100 hours per month during a fiscal or calendar year. (Refer to Policy Number V C.).
- If a temporary employee is transferred to a permanent position within the same department, the most recent period of temporary employment not to exceed six months will be considered in meeting the requirement of the probationary period. If the most recent period of temporary employment is less than six months, a total of six months may be used in meeting the probationary period if there is a total of six months of continuous service in two employment periods.
- Temporary employees will not receive contracts or letters of employment concerning continuation of employment after June 30 of each year. The dates listed on the initial Personnel Action Form will provide authority for continued employment into the new fiscal year.
- Active full-time Kentucky public K-12 teachers and administrators who work in temporary positions at Murray State may purchase TRS-equitable time in certain circumstances.