The purpose of the policy is to ensure travel expenditures are reasonable, customary, and necessary to conduct official university business.
Tag: Staff
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.
It is USC’s policy to monitor compliance with HIPAA policies and to mitigate, to the extent practicable, any harm resulting from inappropriate access to, acquisition of, use of, or disclosure of protected health information.
All university employees and volunteers must adhere to this policy, which also acts as a guide for prospective donors and their advisors, providing assurance that all donors are treated equitably.
The generosity of alumni, friends, grateful patients, corporations and foundations plays a vital role in supporting USC’s mission of excellence.
Any action by a USC staff employee contrary to the university’s mission, operations or policy may trigger disciplinary action.
Employees must report to work dressed appropriately and according to the requirements of the position and department; good grooming and personal hygiene are expected.
All employees are eligible. Up-to-date certification from a qualified healthcare provider documenting the need for a medical leave is required.
The university is committed to promoting the safety and wellbeing of students and others who are entrusted to our care or visit our campuses, especially those who are particularly vulnerable, including patients, volunteer subjects of research, and the children in our daycare and community outreach programs.
No individual, school, department, institute, center, subunit, group or organization associated with or affiliated with the university (including associated alumni or student organization) is authorized to open a commercial or retail bank account in or using the university’s name, identification or tax information.
Departments must allow staff employees to participate in officially sanctioned university service activities during regular paid work hours.
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.
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.
This policy applies to the investigation of reported non-protected class
conduct that has not been investigated by the Office of Civil Rights
Compliance (OCRC); Office of Ethics and Compliance; Office of Audit
Services, Human Resources; Employee and Labor Relations; or other
University office.
This policy covers requirements for the use of university vehicles. USC reserves the right, at its discretion, to prohibit any individual from driving a university vehicle, or to prohibit an employee from driving a personal vehicle for university business.
USC staff and faculty are eligible for a Travel Card provided they meet the following criteria: Have active employment status, in good standing.
The Procurement Card (P-Card) is a corporate card issued on behalf of USC by a bank (Issuing Bank). The P-Card is used for buying goods and services for the university.
All university signs, both permanent and temporary (i.e. banners), for interior and/or exterior installation, are subject to administrative review and approval by representatives from the Office of the Provost, University Communications and Capital Construction.
Tailgating before a football game is part of the rich heritage that makes Trojan Game Day special. This policy provides guidelines to help ensure a safe, family-friendly game day environment, and applies only to USC’s University Park Campus – not the Coliseum or other facilities. However, both tailgating, and open containers, are strictly prohibited at USC Village.
USC engages in a variety of activities related to research, instruction, healthcare, student outreach, and other strategic partnerships and affiliations that may create obligations under United States export control regulations, the Foreign Corrupt Practices Act (FCPA), and economic and trade sanctions regulations.
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.
USC receives and collects Restricted Information, as defined below, from and about students, faculty and staff employees, patients, and business partners, among others, in order to provide academic and clinical services and/or to conduct business operations. USC will use, store and transmit “Restricted Information” responsibly and in compliance with federal and state laws and regulations.
The university is committed to promoting a healthy, safe and comfortable environment for all students, faculty, staff and visitors. Smoking is prohibited in all indoor and outdoor facilities on university owned and leased property with no exception, including within vehicles parked on those properties.
To protect and present an appropriate and consistent image, the university restricts the advertising of, or sponsorship agreements involving, certain products and services.
USC shall comply with breach notification requirements under federal and state laws, including the HIPAA privacy and security regulations and the Health Information Technology for Economic and Clinical Health Act (“HITECH”) Regulations.
This policy describes when it is appropriate to permit a patient to access his or her Protected Health Information and the procedures to follow when approving or denying a patient request to access his or her Protected Health Information.
It is USC’s policy to provide education to its faculty, staff, students and other employees or volunteers who use, disclose or access Protected Health Information as part of their job responsibilities at USC.