To Home Page To Home Page
General Description
Requirements
Policy Provisions
Performance Evaluation
Subject Experts
Additional Employment Outside Staff Members' Job Description
Policy

Document Number: HR--190 Revision #:
Document Owner: Executive VP Date Last Updated: 05/02/2014
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 01/11/2012

General Description
Description:

Information about outside employment policies of the University for faculty, staff, and administrators.


Purpose:

Delineation of policy.


Scope:

All faculty, staff, students, and administrators


Responsibility: Human Resources

Back to Top

Requirements
Relevant Knowledge: In order to comply with this policy you should know:
Current University policy

Terms and Definitions: Additional training

Corrective Action

Loss of privelege, staff

Back to Top

Policy Provisions
1.

Adjunct Appointment Within the University


Non-exempt staff members are not allowed to teach any class(es). There is no exception to this policy. Violation of this policy would put the University at risk in violating the Fair Labor Standards Act.

 

Exempt employees may be requested and or required to teach an occasional class as part of their normal work week. No additional payment will be made for the class(es) taught during normal working hours. In addition, Exempt employees will not be paid for any class(es) taught after working hours and are required to notify their supervisor before accepting any class assignment. The President of the University has the sole responsibility for any exceptions made to this policy.


2.

Outside Employment


Full-time Cumberland University Staff Members should be aware at all times that their primary place of employment is the University.  Additional work should be of the nature to enhance, not detract from their full-time Cumberland assignment. Staff members are required to notify their department head before acquiring outside employment. Failure to do so could result in disciplinary action up to and including termination.  Department Heads who feel that outside employment is detracting from the role and/or not in the best interest of the University may require the staff member to take whatever action needed to maintain the department and/or University's interest, even if this means discontinuing outside employment or curtailing such activity. If a staff member feels they are being treated unfairly due to a protected class, the staff member has the right to advance a Grievance.

 

The use of Cumberland University offices, equipment, personnel, or supplies to conduct private business or outside employment at another institution or agency is expressly prohibited, unless an exception is based on the recommendation of the Vice President of the affiliated department.


3.

Administrators and Outside Employment


Full-time administrative employees, such as program directors, Deans, and Vice Presidents are not permitted to make commitments requiring them to render their services to another employer on a regular or extended basis without first having the approval of their immediate supervisor, and in all cases such employees shall avoid all conflict of interest between Cumberland and any outside institution.


Back to Top

Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure

Consequences: Further training
Loss of priveleges

Back to Top

Subject Experts
The following may be consulted for additional information.
Director of Human Resources

Legal Counsel

Back to Top

This page created 05/02/2014 using Zavanta® version 6.0