Departments must allow staff employees to participate in officially sanctioned university service activities during regular paid work hours.
Author: Nicholas Santillan
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.
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.
USC recognizes that health needs may on occasion interfere with a student’s ability to remain in his/her academic program.
Disaster leave provides employees with job protection and, when applicable, continued pay and benefits over a designated period of time in concert with a “declaration of emergency” issued by the President or President’s designee.
When using email to conduct official university business, employees must use USC email exclusively.
Every USC employee shares the university’s responsibility to comply with laws and regulations governing a variety of activities, including but not limited to research, healthcare, privacy and security, employment practices, environmental health and safety, financial aid, athletics and conflict of interest.
In the event of a discrepancy between this policy and a collective bargaining agreement, the terms of the collective bargaining agreement will govern.
An employee wishing to take time off to observe a religious holiday must notify his/her manager at least 30 days prior to the holiday.
California law requires that employees who work an average of at least 20 hours per week may take up to ten days of unpaid leave while their spouse is on leave from military deployment.
USC is committed to providing time-off for employees to participate in their children’s school activities in kindergarten through grade twelve (12), in licensed daycare facilities, and in activities conducted by a licensed childcare provider.
An employee must notify his/her manager as soon as s/he receives a jury summons.
All benefits-eligible staff employees are eligible. Excluded are resource employees, per diem employees, faculty, postdoctoral scholars and those claiming student status, including teaching and research assistants.
All full-time staff employees are eligible. Excluded are resource employees, per diem employees, faculty, and those claiming student status, including teaching and research assistants; employees covered by a collective bargaining agreement are also excluded.
All employees are eligible. Excluded are resource employees, per diem employees, postdoctoral scholars and those claiming student status, including teaching and research assistants.
All staff employees are eligible. Excluded are resource employees, per diem employees, faculty and those claiming student status (including teaching and research assistants).
If a staff employee is unable to resolve employment-related concerns after consultation with his/her manager and/or HR Partner, s/he may escalate the complaint under the Staff Complaint Process described in this policy.
USC recognizes the importance of assisting postdoctoral scholars as they develop into independent investigators.
USC supports the health and safety of all students. This policy and procedure has been developed to assist in locating students who reside in on-campus and university-owned housing and who have been determined by USC to be missing.
The university’s goal is to enhance the safety of all USC campuses, facilities, activities, and events so that students, faculty, staff, patients and visitors can work, learn and receive health care in an environment free from violence and threats.
The purpose of this policy is to promote the highest ethical standards in situations where conflicts of interest may occur in the conduct of research.
In order to adhere to the highest standards of integrity, the university encourages employees to submit complaints regarding accounting, internal accounting controls, or auditing matters or concerns (“Accounting Matters”).
The university operates as a single employer and has the right and responsibility to share among university departments accurate employment information concerning the job history and performance of current or former staff employees.
The process of employing foreign nationals (as faculty, staff, or employees claiming student status) involves federal rules and regulations that, if not carefully followed, can result in severe penalties to both employee and employer.
These work authorization and purchasing guidelines apply to painting and carpeting projects budgeted at $25,000 or less. Projects in excess of $25,000 will be managed by Capital Construction and Development (CCD) and will adhere to guidelines applicable to large projects.
There are two classifications of employees: non-exempt and exempt. All employees are classified as non-exempt unless the duties performed meet criteria established under federal and state regulations that would allow the employee to be classified as exempt.
The University of Southern California maintains the privacy of student education records and allows students the right to inspect their education records consistent with the requirements of the Family Educational Rights and Privacy Act of 1974 (FERPA).
For non-faculty employees, employment and compensation with the University of Southern California are at-will and therefore may be terminated, with or without cause, at any time without prior notice, at the staff employee’s or the university’s option.
Employment at the university is with the mutual consent of the staff employee and employer and either party may terminate the relationship at-will, with or without advance notice, and with or without cause.
All staff employees who work at least 50% time are eligible to participate in university benefit plans. The university contributes a fixed number of dollars towards benefits for its staff employees; any costs beyond university contributions must be paid for by the staff employee.
Staff employees who have completed one year of benefits eligible service prior to the date of the requested personal leave are eligible.
Individual Development Plans may be considered at the suggestion of either the individual or the chair or dean, for those faculty who would benefit from such plans.