Policies & Procedures - Temporary Grant Positions
THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT.
A. This document sets forth The Citadel’s policy on temporary grant positions, pursuant to the permanent provisions of the South Carolina State Appropriations Act. This policy permits the hiring of employees to fill temporary grant positions that are specified in federal grants, public charity grants, private foundation grants, contracts, and research grants approved by State authorities.
B. Characteristics of Temporary Grant Positions:
- A temporary grant position does not occupy a covered FTE. In order to be categorized as a temporary grant position, the position must be funded in full by approved grant funds. No other funds such as state or auxiliary funds, in whole or in part, may be used to pay the salaries and/or benefits of employees occupying temporary grant positions.
- A temporary grant position may not exist beyond the duration of the grant or any subsequent renewal of it. When the grant or any subsequent renewal ends, temporary grant employee will be terminated and their position will cease to exist.
- A standard position description is required for each temporary grant position established, and the appropriate job classification will be determined for each position.
- Advertising and recruitment for employees to fill temporary grant positions is the same as for covered employees within established College guidelines.
C. Terms of Employment for Temporary Grant Employees:
- Employees filling temporary grant positions must sign a Temporary Grant Employment Agreement which specifies the terms and conditions of their employment including their entitlement to benefits, if any.
- Temporary grant employees are considered to be employed at will, whether or not the grant under which they are working has expired. This means that temporary grant employees may be terminated at any time without cause, without grievance rights, and without any right to compensation beyond the date of termination. Any unused annual leave earned under the temporary grant employment status will be paid out or forfeited as appropriate under the terms and conditions of the grant.
- Salary increases for temporary grant employees will be determined on an individual basis. Temporary grant employees are not eligible for automatic salary increases approved by the General Assembly or the College administration.
- Temporary grant employees will not be entitled to any compensation beyond the date of termination other than for such part of the grant that has been performed.
- Provided funds for benefits are written into the grant, temporary grant employees may be eligible for the same benefits available to covered state employees with the exception of covered or probationary employment status. Benefits may include eligibility for health and dental insurance, annual and sick leave, and retirement benefits. If the employee is eligible and the benefits are funded in the grant, benefits will be administered within established College guidelines.
- Temporary grant employees will have coverage for worker's compensation and unemployment insurance.
- Temporary grant employees who have been selected for a position on a different grant must terminate from one position before being hired into the second position. The employee's salary and benefits must be determined in the same manner as for a new employee based on the employee's qualifications and the grant award. Annual and sick leave, if applicable, are not transferable from one grant to another.
D. Changing from Temporary Grant Status to Covered Status:
- A temporary grant employee may apply for and be considered for employment in a covered position in the same manner as any other applicant. If hired into a covered position, the employee's salary from the temporary grant position does not follow the employee into the covered position.
- Time worked as a temporary grant employee will not count toward state service or the leave base date if the employee enters a covered position.
- Unused annual leave earned under temporary grant status will be paid out or forfeited, depending upon funds available in the grant, before the employee enters a covered position.
E. Changing from Covered to Temporary Grant Status:
- 1. A covered employee may be hired through established procedures into a temporary grant position, provided the following conditions are met:
- The change from covered employment status to temporary grant status must be voluntary; and
- Prior to entering temporary grant status, formerly covered employees must be paid for unused annual and/or compensatory leave earned in the covered position, in accordance with limits set by College policies and State regulations; and
- The employee must sign the Temporary Grant Position Agreement to attest to his or her understanding and acceptance of the terms and conditions of employment in temporary grant status.
- A covered employee who voluntarily accepts a change of status into a temporary grant position will:
- forfeit grievance rights
- forfeit covered state service status
- experience a break in service
- forfeit all sick leave
- forfeit reduction-in-force rights
For more information about this policy, contact the Human Resources Department.