Your Employment

Probationary Period

All regular staff, with the exception of those represented by a union, have a probationary period. Your supervisor can assist you in determining whether your position has a probationary period. The probationary period is used to assess your work behavior and performance.

Your probationary period starts the first day you begin working for the university and is six (6) months long. You will serve only one probationary period, even if you transfer or are promoted to another position. (SPG 201.43)


All, non-exempt staff members are paid overtime at one-and-one-half times their regular hourly rate of pay, including shift premium if applicable for all hours worked above 40 hours in a workweek.

Overtime, when assigned by your supervisor, is a requirement of every position. When practicable, it will be arranged to cause the least inconvenience to you. (SPG 201.38)

Shift Premium

Staff members whose work or shift begins during specified afternoon and evening time periods are paid a shift premium in addition to their regular pay rate.

Full-time, regular staff members whose shifts begin on or after 12:00 noon but before 8:00 p.m. receive an afternoon shift premium. Staff members receive an evening (night) shift premium for shifts that start on or after 8:00 p.m. but before 4:00 a.m.

Part-time, regular staff may also be eligible for shift premium pay. Check with your immediate supervisor to see if you are entitled to it.

When a shift is scheduled in two segments (split-shift) divided by a period exceeding one hour, the second segment will represent a new starting time for the purpose of determining shift premium eligibility. (SPG 201.55)

Conflicts of Interest and Conflicts of Commitment (COI / COC)

As staff members, any actions that appear to put private interests above the public's interest may involve serious consequences. The principles pertaining to a potential conflict of interest or commitment are all staff must act with honesty, integrity and in the best interests of the university. Outside interests should not interfere with a staff member's obligations nor should staff use their University positions or influence for personal gain at the expense of the university. Potential conflicts must be disclosed to your supervisor, they will be evaluated and resolved.

In addition to the Standard Practice Guide (SPG 201.65-1), your department has a departmental policy which you should review.

Disclosure of a Felony Charge or Felony Conviction

Faculty, staff, student employees, volunteers and visiting scholars who are charged with or convicted of a felony are required to report it to the university within one week.

SPG 601.38, Required Disclosure of Felony Charges and/or Felony Convictions, pertains to any felony charge or conviction that occurred on or after February 1, 2019. It applies to all regular and temporary faculty, staff, student employees, volunteers and visiting scholars with the exception of those covered by a collective bargaining agreement. Employees who face criminal charges or convictions can remain part of our university.

Furlough, Effort Reduction and Reduction in Force (RIF)

The university endeavors to provide stable employment. However, situations such as a lack of funds, lack of work, or reorganizatio--as well as short-term situations resulting in unexpected disruptions--may require changes to the workforce. 

There are two policies that guide how units can respond to these situations: 

  • Reduction in force (RIF) (SPG 201.72)
  • Short-term layoff (furlough) or effort reduction (SPG 201.73)

Read more at Furlough, Effort Reduction and Reduction in Force