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The following procedures apply to all temporary full-time and part-time positions. Student employment is specifically not covered by these procedures.
7.1.1 Advance Approval to Fill Temporary Positions
Approval to fill a temporary position shall be obtained through the appropriate administrative channels. Requests for approval shall be initiated in the administrative unit where the vacancy exists. Administrative and clerical and supporting positions must be correctly classified with approved Tennessee Board of Regents and TTU titles. Assistance with classifications may be obtained from the Personnel Management Salary Analyst. Clerical and support positions must be paid at the beginning hourly rate appropriate to the classified positions' skill levels. Administrative positions must be paid consistent with the administrative pay plan.
7.2 Appointment Procedures
The supervisor of the temporary position shall, with approval from the appropriate administrative channels, forward an appointing personnel action form promptly to the Director, Human Resource Services. Appointments for part-time faculty will be forwarded to the Vice President for Academic Affairs for approval. Temporary personnel are not to begin work until the personnel action form is approved by the final approving authority and the employee has signed the appropriate appointment letter. Temporary employees must work less than six (6) continuous months. Temporary employees may work up to 28 hours a week without additional authorization. For temporary employees who you wish to have work more than 28 hours a week, a request explaining why should be submitted to the Director, Human Resource Services. Exceptions will be possible, but should be reserved for temporary replacements of full-time personnel or documented unique situations. Subsequent temporary appointments for the same individual will be limited to 18 hours a week.
7.2.1 Employment Eligibility Verification
All temporary employees hired on June 1, 1987, or later must complete the employment eligibility verification (I-9) form within three (3) working days of the hiring date. If the individual is employed for less than three (3) days, the form must be completed by the end of the first working day. Individuals who do not complete an I-9 form within the required time are not permitted to continue working and their paychecks will not be released until the forms are completed. See Human Resource Services Policies and Procedures, Section 6 for regulations and procedures for employment eligibility verification.
7.2.2 Faculty Proficiency in Oral English
Effective January 1, 1985, all candidates for faculty positions must be evaluated on their ability to communicate effectively in the English language. When appointing new temporary faculty, the originating department must certify that the individual can communicate effectively in the English language by including such statement on the appointing personnel action form.
7.2.3 Hiring Current Employees of Other State Agencies
No payment shall be made by Tennessee Technological University directly to an employee of another state agency for services of any nature. Any payment or transfer of funds for such services shall be between the institution and the state agency. Contact the Tennessee Technological University Purchasing Office to obtain a Dual Services Agreement.
7.2.4 Hiring Current Employees of Other Tennessee Board of Regents Institutions or of a University of Tennessee Institution
When the agreement is between institutions in the Tennessee Board of Regents system or with a University of Tennessee institution, the agreement may take one of two forms. The contract may be either:
A. Between the employee involved and the other institution pursuant to the provisions in Section 1 below; or
B. Between the two institutions involved, pursuant to the provisions in Sections 1 and 2 below.
1. Contracts between Tennessee Board of Regents institutions and an employee of another state institution of higher education are permitted in the following situations:
a. payment will not exceed $1,500 in any one school quarter or semester for any one employee; or
b. where the services to be performed involve teaching or instruction by an employee not in excess of one course per quarter or semester. The contract may be between the employee and the institution or between institutions. If payment is made directly to the employee, the employee shall be treated as a temporary part-time employee of the procuring institution.
2. When an agreement is made directly between the employee and the institution as covered in Section 1 above, the employee must obtain the written approval of his/her supervisor and the Dean or Director and the procuring institution must provide written notice of the agreement to the employer institution. A copy of the agreement must be forwarded to the Human Resource Services Office.
3. Any payment made to any faculty or administrative employee of an institution by another institution should be treated as, and counted toward the maximum of, extra compensation for such employee as described in the Outside Employment and Extra Compensation Policy (See Human Resource Services Policies and Procedures, Section 18).
4. Any compensation paid shall not exceed the rate the procuring institution or agency normally pays for such services.
5. Conflicts of interest must be avoided.
7.3. Pay Schedule
Temporary hourly full-time and part-time personnel are paid on the 10th of each month. Time is to be submitted on the red sheet on the first working day of each month (See Human Resource Services, Exhibit P/P-36). Payroll checks are distributed by the Human Resource Services Office. Temporary part-time faculty are paid on the 15th of the month and their payroll checks are distributed through the departments. Temporary salaried administrators are paid at the end of the month. Temporary employees hired on or after July 1, 1992 whose probable length of employment is 120 days or greater and who are paid other than on the 10th of the month are required to participate in direct deposit. Payroll checks should be given to employees directly and should not be placed in office mail boxes or sent through campus mail.