Questions Regarding Continuing Appointments
CIVIL SERVICE AND AFSCME
1. What percentage of time constitutes continuing time?
For Civil Service, assigned work time is at least 50 percent of full-time and of a continuing nature in addition to when the employee has successfully completed the probationary period for the class of work.
2. What is considered overtime?
Overtime is the time worked in excess of forty (40) hours per work week for employees scheduled in a seven (7) day work period, on one or more University jobs.
Questions Regarding Temporary Appointments
1. When I hire someone on a Temporary Posted appointment, must I provide a letter to them explaining the nature of their appointment?
Yes. Written notification must be provided to all individuals accepting a temporary appointment. The letter must state the temporary nature of their appointment, beginning and end dates of the position and the benefits and rights inherent to and denied a temporary appointment.
2. Is the employee on a 75-100% time Temporary Posted appointment eligible to be placed on the layoff list?
Yes. Classification seniority will allow the employee's name to be placed on the layoff list when the position ends.
3. Is the employee covered by social security in a 75-100% time Temporary Posted position?
Yes. While on this appointment, the employee is covered by social security, the Minnesota State Retirement System, and is eligible for the University's health, life, and dental insurance program.
4. Does an employee hired as a 50-74% time temporary employee have a right to grieve their termination?
Classification seniority gives them this right - if they believe there was no just cause for termination.
1. Is the length of time for an individual in a Temporary position the same for AFSCME 6 and 7?
No. For AFSCME 6 and 7, a Temporary Posted position is one with a designated percentage of 36% or greater. The difference is with Clerical, the expected duration of the position is a maximum of one (1) year and with Technical, the expected duration of the position is up to three (3) years.
2. Can these Temporary Posted positions be extended without reposting?
Yes, with both AFSCME 6 and 7, a Temporary Posted position can be extended beyond one (1) year without posting when the extension is a result of continuing disability, pregnancy leave, or other approved leaves of absence.
1. Can a Temporary Posted appointment be extended beyond one (1) year without posting?
Yes, when it is a result of continuing disability, pregnancy leave, or other approved leaves of absence.
2. What is the maximum amount of time a person on a Temporary Posted appointment can work?
For AFSCME Technical, an employee with this type of appointment can be hired for a maximum of three (3) years at 36% time or greater on a set percentage time appointment.
3. What benefits does a 36-49% Temporary Posted employee receive?
· Just cause rights once probation is served
· Layoff list and recall rights within applicable definition of layoff and appointment type after passing probation
· Serves probation
· Accrues seniority
4. Does a 75-100% Temporary Posted employee have bumping rights?
1. Can a Temporary Posted position be extended?
A Temporary Posted appointment may be extended beyond one (1) year without posting where such an extension is a result of continuing disability, pregnancy leave, or other approved leaves of absence.
2. What happens if the Temporary Posted appointment extends beyond one (1) year?
If the Temporary Posted appointment is extended beyond one (1) year, the position must be either posted as a temporary (posted) or as a continuing position.
3. Does an employee on a Temporary Posted appointment at 75-100% time serve a probationary period?
4. Does an employee on a 50-74% time Temporary Posted appointment accrue seniority?
5. Is an employee on a 50-74% time Temporary Posted appointment eligible for health insurance?
No, they do not receive health insurance, but the employee can self-pay.