Search Results for ""
239 results, showing 1 ‐ 10
To ensure compliance with federal, state or local regulatory requirements as well as university policy and procedures, faculty and staff employees may be required to complete specific training requirements as a condition of employment. Failure to complete mandated training by a required deadline, for faculty, may result in disciplinary action up to and including termination, in accordance with the Faculty Handbook. For staff, failure may result in disciplinary action up to and including termination, in accordance with staff employment policies,
Departments must allow staff employees to participate in officially sanctioned university service activities during regular paid work hours. Such activities include, but are not limited to, elected service on the Staff Assembly; appointments made by senior leaders to university commissions, committees, task forces, or advisory councils; participation in university-authorized surveys or focus groups.
Managers may not require employees to use vacation time for university service, nor may they require employees to work beyond standard hours due to serving in such capacity.
Bylaws of the University of Southern California
Amended May 31, 2018
PDF copy of Bylaws
I. BOARD OF TRUSTEES
1.1 GENERAL. Subject to the limitations of the Articles of Incorporation, these Bylaws and the laws of the State of California, the powers of this corporation (hereinafter sometimes referred to as “the University”) shall be exercised, its property controlled, and its affairs conducted by or under the direction of the Board of Trustees (the “Board”). The authorized number of voting Trustees shall be sixty until
Written performance evaluations must be conducted annually at minimum using a university-approved system or method for all staff employees except those hired within the three months preceding fiscal year end. Departments are encouraged to provide rigorous feedback, coaching and performance assessments during the first 90 days of employment.
Information about the university’s standard performance evaluation system (Workday), available templates, requirements for schools/divisions using alternative methods, guidance for managers conducting an evaluation and additional links are all available on the performance management
This policy is to ensure that university funds allocated toward recruitment and relocation are appropriately approved by the hiring department and processed in compliance with university policies and local, state, and federal requirements.
Expenses associated with recruiting a new employee are considered reimbursable business expenses and must comply with the university expense policies.
Until the candidate has accepted the position, the candidate is on recruitment status.
Recruitment expenses are not taxable.
All or part of new faculty or staff members’ relocation expenses
The Office of Conduct, Accountability, and Professionalism (OCAP) investigates violations of university policy that have not been investigated by the Office of Equity and Diversity, the Office of Compliance, the Office of Internal Audit or an office investigating research misconduct. It should coordinate appropriately with other investigative offices, and may draw on reports from affiliated institutions and from schools.
Similar to the Office of Equity and Diversity, OCAP investigates, makes findings of fact, and determines if university policy was violated.
All university expenses must be considered reasonable in terms of price, purpose and necessity and must be in the best interest of the university. Therefore, each university reimbursement and payment request must be supported by a written business purpose, regardless of the item, type of service, amount or form of payment.
Additionally, names of the individuals who benefited from the transaction must be included on the payment request, regardless of source of funds, venue location (on or off campus), and
All staff employees are eligible for these unpaid leaves; excluded are those claiming student status (including teaching and research assistants). Faculty should refer to the Faculty Handbook. For all leaves described in this policy, in the event of a difference between the policy and a collective bargaining agreement, the terms of the collective bargaining agreement govern.
Eligibility for receiving pay or a percentage of pay during these unpaid leaves depends on the situation and is outlined in more detail in the
Accounting and Auditing Complaint Reporting
Discrimination, Harassment, Sexual Harassment, and Sexual Assault
Staff Complaint Process
Reporting fraud – disability and workers’ comp
Student complaint procedures
Sexual harassment complaints against faculty, see Faculty Handbook, Section 6
Sexual harassment complaints against students, see SCampus