This policy governs the administration of scholarships and grants at the University of Southern California (USC). USC provides scholarships and grants to students consistent with donor specifications on the basis of financial need, merit, or both.
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As a global university, USC encourages students to gain international experience through a variety of programs, including study abroad, internships abroad, and international service trips.
USC’s Policy on Prohibited Discrimination, Harassment, and Retaliation incorporates a University-wide approach to preventing and responding to discrimination and harassment on the basis of protected characteristics, retaliation, and specific forms of harassment based on sex: sexual assault, dating violence, domestic violence, stalking, and related forms of conduct.
The university conducts background screening, including screening for criminal convictions, on all applicants after a conditional offer of employment, and as a condition of employment.
This policy applies to research and scholarship carried out at USC involving any faculty (including part-time, adjunct and visiting), staff, trainee or students regardless of funding source, if any.
The USC Student Handbook outlines the rights, responsibilities, and obligations you have as a student member of this community.
Safety is a core value at USC. The university is committed to advancement of an institutional safety culture, with strong programs of personal safety, accident and injury prevention, wellness promotion, and compliance with applicable environmental and health and safety laws and regulations.
USC encourages and actively promotes creative education, hands-on workshops, and the mentoring of minors (children under 18) who attend educational events on USC campuses.
This policy is Exhibit A of the University of Southern California Severance Pay Plan. It applies to all benefits-eligible staff employees; excluded are per diems, resource employees, temporary employees, faculty, those claiming student status, and staff employees who were employed for a specific period of time only where an end date was communicated in writing to the staff employee at the time of hire or during employment.
University community members incur various types of expenses as they perform tasks and duties that support the operations of the university and further its mission.
When conducting sponsored projects, USC is required to apply the appropriate Facilities and Administrative (“F&A”) rate (also referred to as the “Indirect Cost Rate”) to the appropriate direct cost base for each project.
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All university expenses must be necessary and reasonable in terms of price and purpose. 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.
The Faculty Handbook contains the central policies of the University, developed through shared governance.
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Please view policy to access additional details.
Please view policy to access additional details.
The purpose of the policy is to ensure travel expenditures are reasonable, customary, and necessary to conduct official university business.
USC is committed to providing unpaid leave and reasonable accommodations for employees who are victims and/or survivors of crime or abuse, including, but not limited to the crimes of domestic violence, sexual assault, or stalking, to attend legal proceedings and obtain other needed relief.
The university maintains personnel information for each employee to ensure a complete, accurate and current record of documents related to the job and employment status of an employee.
The university is committed to attracting, securing and retaining a diverse and inclusive pool of the most highly qualified individuals available for all university positions, in accordance with the principles of affirmative action and equal employment opportunity.
An employee summoned to appear as a witness at an administrative or other legal proceeding involving the university will receive their regular pay for the time they are required to be absent from work.
The Federal Drug Free Workplace Act of 1988 and the Drug Free Schools and Communities Act and its amendments of 1989 (Public Law 101-226, 20 U.S.C. 1011i) require all federal grant recipients to certify a drug-free environment.