Introduction

These University policies are subject to Georgia Board of Regents’ Human Resources policies and the Human Resources Administrative Practice Manual.  They are designed to serve as guidelines of conduct for Clayton State University employees and are subject to change.  The University’s Employee Handbook supplements these policies. Updates, changes and/or revisions to the Employee Handbook are noted in the online version. All references noted within should be reviewed against the most up-to-date version which will be located on the Department of Human Resources’ or the Board of Regents’ website.  In case of any divergence in these policies or the Employee Handbook from, or conflict with, the Bylaws or Policies of the Board of Regents, the official Bylaws and Policies of the Board of Regents shall prevail.

The following defined terms are used within certain of the Human Resources policies:

Professional and Administrative Employees: Employees who are exempt from the federal Wage-Hour provisions of the Fair Labor Standards Act because of their professional and administrative responsibilities.  These are generally salaried positions and are not eligible for overtime pay.

Staff Employees:  Employees who are not exempt from the federal Wage-Hour provisions of the Fair Labor Standards Act.  Staff employees are eligible for additional compensation for time worked over 40-hours in a week.

Regular Employment:   Regular employees are personnel employed on a continuing basis, including non-contract, fiscal, and academic contract employees.  Regular employees must be employed at least one-half time (20-hours per week) for a continuous period of more than 6 calendar months. Regular employees are eligible for employee benefits.

Provisional Employment:  All regular classified employees, with the exception of Public Safety officers pending training, are required to serve the first 6 months of employment on a provisional basis. During that time, performance is evaluated for satisfactory progress.  If performance is less than satisfactory, employment may be terminated at any point during the provisional period.  Probationary employees are ineligible to apply for posted job vacancies at Clayton State University until after the satisfactory completion of the provisional employment period.  Temporary employees hired into regular positions are considered new employees and shall serve a 6-month probationary period beginning with the first work day of regular employment.

Public safety employees are subject to the same provisional employment requirement as other classified employees, except that the six (6) month provisional period will not begin until any person employed as a public safety officer has completed his/her mandated training for certification as a police officer. This special provision only applies to those public safety employees for who specified training is mandated by state law and such training occurs after their employment.

Temporary Employment: Temporary employment is defined as personnel employed for a limited amount of time or for a specific period of time.  Temporary employees may be appointed for no more than 6 months at a time.  Written approval from the Department of Human Resources is necessary to extend employment beyond the six (6) month period. Temporary employees are not eligible for benefits, holiday pay, or sick and annual leave accruals, but are required to participate in the Georgia Defined Contribution Plan (DEFCON) and the Medicare portion (1.45%) of FICA. At their option, temporary employees may participate in the 403(b) plan.

    • Section 18.0
      • Equal Employment Opportunity Policy
      • Provisional Employment Policy
      • HIPAA Privacy Policy
      • Sexual Harassment Policy
      • Ethics Policy
      • Intellectual Property Policy
      • Access Privileges Policy
      • Attendance Policy
      • Background Check Policy
      • Drug Screening Policy
      • Flexible Work Schedule
      • Grievance Policy
      • Death of a CSU Employee
      • Notary Public
      • Performance Evaluation Policy
      • Provisional Probationary Period
      • Progressive Discipline Policy
      • Records Management
      • Sick Leave Pool Policy
      • Tax Deferred Annuities Policy
      • Telecommuting Policy
      • Employee Work Schedules
      • Workers’ Compensation and Return to Work
      • Copyright Policy
      • Trademark Policy
      • Gratuities Policy
      • Publicity Policy
      • Fair Labor Standard Acts Policy
      • Promotion and Transfers Policy
      • Drug Free Workplace Policy
      • Smoke Free Workplace Policy
      • Employee Terminations
      • Identification Cards
      • Changes in Employee’s Status
      • Employee Arrests and Convictions
      • Inclement Weather
      • Use of University Property
      • Solicitation Policy
      • Vehicle Regulations
      • State Employment other than CSU
      • Garnishments
      • Withholding Pay
      • Outside Activities
      • Cooperation in Internal Investigations
      • Travel Policy
      • Relatives in Employment
      • Children in the Workplace
      • Student and Staff Interactions
      • Disruptive Behavior and Workplace Violence
      • Environmental and Occupational Safety Policy
      • Salary Increase Administration Policy
      • Leave
      • Recruitment and Selection [Reserved]
      • Professional Development and Training [Reserved]