The University of Southern California (“USC” or “university”) is committed to providing an environment of excellence in the spirit of our Unifying Values. To uphold our commitment to excellence and to ensure the integrity and safety of staff, faculty, students and university stakeholders, the university has an obligation to ensure that all employees, faculty and staff, fulfill all certification, license, and registration requirements for their roles, based on their job classification or job duties
This document provides a general outline of the University’s policies regarding compensation, timekeeping, rest and meal period requirements, overtime pay and work schedules. The University abides by all applicable federal, state and local laws and regulations concerning employee compensation, including all minimum wage and salary requirements and pay regulations.
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.
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.
Any action by a USC staff employee contrary to the university’s mission, operations or policy may trigger disciplinary action.
Departments must allow staff employees to participate in officially sanctioned university service activities during regular paid work hours.
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.
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.
All newly hired or rehired staff employees and existing staff, who voluntarily transfer to new positions (voluntary transfers) or are promoted within the university into posted positions, are required to enter into a written Agreement to Arbitrate Claims (“Agreement”) as a condition of employment, transfer, or promotion.
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.
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.
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.
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.
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 are expected to manage their health in such a way that they can safely and effectively perform their essential job functions and to discuss with their supervisor any circumstances that may impact their ability to do so.