POLICY STATEMENT

91桃色 College encourages research, creative and scholarly endeavors, entrepreneurial activity, and interactions with external entities. However, some external interests and relationships can lead to real or perceived Conflicts of Interest. Conflicts of Interest (COI) arise when financial or other personal considerations have the potential to adversely affect, or have the appearance of adversely affecting, an Employee鈥檚 professional judgment or ability to fulfill obligations to the College.

This policy establishes the requirements for disclosing, reviewing, managing, and eliminating Conflict of Interest situations at 91桃色.

DEFINITIONS

College Responsibilities: An employee鈥檚 professional responsibilities on behalf of 91桃色, and as defined by the College, including but not limited to: research, research consultation, teaching, professional practice, institutional committee memberships, and service on panels such as the Institutional Review Board (IRB).

Compensated Outside Services: Outside compensated work or compensated scholarly services performed by a 91桃色 Employee; does not include income derived solely from passive investments. Compensated Outside Services are recognized as a legitimate activity unless specifically prohibited by an Employee鈥檚 contract of employment. Compensated Outside Service is not considered appropriate when it interferes with the regular work of the 91桃色 Employee; involves unauthorized use of College facilities, personnel, or other resources; subjects other individuals or companies engaged in private practice to unfair competition; violates the general requirements of NRS 281A.400 -281A.480; or involves a Conflict of Interest specified by NSHE or 91桃色 policy.

Conflict of Interest or COI: Outside activity or interest that may, or may appear to, adversely affect, compromise, or be incompatible with the obligations of an Employee at 91桃色. Encompasses any situation in which an Employee of 91桃色 uses, or is in a position to use, influence and authority within the College to advance their own personal or Financial Interests, or the personal or Financial Interests of individuals in the Employee鈥檚 household; persons to whom the Employee is related by blood, adoption, or marriage within the third degree of consanguinity; or persons with whom the Employee has substantial and continuing outside business relationships. The bias of such conflicts could conceivably inappropriately affect the goals of research or instructional or administrative programs. The education of students, methods of analysis and interpretation of research data, hiring of staff, procurement of materials, and other administrative tasks at 91桃色 must be free of undue influence by outside interests. For the purposes of reporting COIs to federal funding agencies, the federal definition(s) supersedes this policy and will be used to determine which COIs must be reported.

Designated Official: Institutional officials who have been given authority to review and manage disclosures of Significant Financial Interests. Includes determining whether any Significant Financial Interests relate to federal funding; determining whether a Financial Conflict of Interest exists; and, if so, developing and implementing a Management Plan that specifies actions that have been, and will be, taken to manage the Conflict of Interest. The Associate Vice President of Human Resources is the Designated Official at 91桃色.

Employee: For the purposes of this policy, any person employed full-time as academic or administrative faculty at 91桃色. Individuals or Investigators (defined by federal awards as volunteers on funded projects, without paid compensation) are considered Employees under this policy.

Equity Interest: Any stock, stock option, or other ownership interest, as determined through reference to public prices or other reasonable measures of fair market value.

Excessive Compensated Outside Services: Compensated Outside Service that exceeds limits set in NSHE鈥檚 policy on Compensated Outside Professional Service (Title 4, Chapter 3, Section 9). Outside service must not occupy more than one (1) day鈥檚 equivalent time per work week (20%). Employees on twelve-month contracts must take annual leave if providing Outside Compensated Service during the standard work week.

Financial Conflict of Interest (FCOI): A Significant Financial Interest that could directly and significantly affect the design, conduct, or reporting of funded research or affect the performance of duties for or by any 91桃色 Employee.

Financial Interest: Anything of monetary value, including but not limited to: salary; other payments for services (e.g., consulting fees or honoraria); Equity Interests (e.g., stocks, stock options, other ownership interests); and intellectual property rights (e.g., patents, copyrights, and royalties from such rights).

Investigator: The Principal Investigator (PI), project director (PD), and/or any other person at 91桃色 who is responsible for the design, conduct, or reporting of a Sponsored Project which may include collaborators or consultants. The guidelines that apply to Investigators also apply to individuals in the Investigator鈥檚 household; persons to whom the Investigator is related by blood, adoption, or marriage within the third degree of consanguinity as defined by NSHE Board of Regents Handbook Title 4, Chapter 3, Section 7 (Nepotism); or persons with whom the Investigator has substantial and continuing outside business relationships. Hence, for the purposes of this policy鈥檚 disclosure requirement, the term 鈥淚nvestigator鈥� refers to the above individuals related to or working with the Investigator.

Management Plan: Mutually acceptable course of action to manage, mitigate, or alleviate the Conflict of Interest due to Compensated Outside Services.

Remuneration: Includes salary and any payment for services not otherwise identified as salary (e.g., consulting fees, honoraria, paid authorship).

Senior/Key Personnel: A project director (PD), Principal Investigator (PI), and any other person identified as Senior/Key Personnel (i.e., any individual who contributes in a substantive, meaningful way to the scientific or programmatic development, implementation, and reporting of a Sponsored Project) in a grant application, progress report, or any other report submitted to the funding agency.

Significant Financial Interest: Any arrangement that falls into one or more of the following categories:

(1) A Financial Interest consisting of one or more of the following interests of the employee (and those of the employee鈥檚 spouse and dependent children) that reasonably appears to be related to the College Responsibilities:

(i) With regard to any publicly-traded entity, a Significant Financial Interest exists if the value of any Remuneration received from the entity in the twelve (12) months preceding the disclosure and the value of any Equity Interest in the entity as of the date of disclosure, when aggregated, exceeds $5,000;

(ii) With regard to any non-publicly traded entity, a Significant Financial Interest exists if the value of any Remuneration received from the entity in the twelve (12) months preceding the disclosure, when aggregated, exceeds $5,000, or when the Investigator (or the Investigator’s spouse or dependent children) holds any Equity Interest;

(iii) Intellectual property rights and interests (e.g., patents, copyrights), upon receipt of income related to such rights and interests.

(2) Employees must disclose the occurrence of any reimbursed or sponsored travel (i.e., travel paid on behalf of the Employee) related to their institutional responsibilities. This disclosure will include, at minimum, the purpose of the trip, identity of the sponsor or organizer, destination, and duration. 91桃色 official(s) will determine if further information is needed, including disclosure of monetary value, in order to ascertain whether the travel constitutes a FCOI;

(3) Significant Financial Interest does not include the following: salary, royalties, or other Remuneration paid by 91桃色 to the employee, if the employee is currently employed or otherwise appointed by the College, including intellectual property rights assigned to the College and agreements to share in royalties related to such rights; income from investment vehicles, such as mutual funds and retirement accounts, as long as the Employee does not directly control the investment decisions made in these vehicles. All Significant Financial Interests must be evaluated by the College to determine whether or not they pose a Financial Conflict of Interest.

Sponsored Project: A research, training, service, or other type of project with identifiable objectives and/or deliverables for which external funding either is being requested or has been received.

PROCEDURES

I.听听听听听听听听听听听听听 Requirement to Disclose

91桃色 College Employees are considered public Employees and must comply with the Code of Ethical Standards of the State of Nevada as codified in Nevada Revised Statutes (NRS) 281A.400-281A.660.

All full-time academic and administrative faculty and professional staff shall disclose annually whether or not they plan to engage in any outside activity or professional involvement that may constitute a Conflict of Interest, and/or for which they will receive compensation.

In addition to the annual disclosure, Federally-funded Investigators must disclose the amount of compensation so the Designated Official may determine whether a Financial Conflict of Interest exists. All Employees affiliated with the College must disclose potential Conflicts of Interest prior to accepting a Sponsored Projects or other outside conflicts that may impact their position with the College. All potential Conflicts of Interest and/or Compensated Outside Services must be approved before the activity is undertaken.

College Employees shall also disclose benefits that may accrue to individuals in the Employee鈥檚 household; persons to whom the Employee is related by blood, adoption, or marriage within the third degree of consanguinity; or persons with whom the Employee has substantial and continuing outside business relationships.

Relationships within the third degree of consanguinity or affinity are defined as:

A. The employee鈥檚 spouse, child, parent, sibling, half-sibling, or step-relatives in the same relationship;

B. The spouse of the employee鈥檚 child, parent, sibling, half-sibling, or step relative; or

C. The employee鈥檚 in-laws, aunt, uncle, niece, nephew, grandparent, grandchild, or first cousin.

For Sponsored Projects, subcontractors and other external collaborators must provide adequate assurances to the College that they are in compliance with federal regulations and must provide reports of Conflicts of Interest in a timely manner to allow for reporting to funding agencies.

A disclosure in and of itself is not suggestive of any impropriety; it is customary and usual, and benefits both the individual and the College, as described in NSHE鈥檚 Compensated Outside Professional Services Policy (Title 4, Chapter 3, Section 9).

II.听听听听听听听听听听听 Disclosure Process

It is the responsibility of each 91桃色 Employee to disclose potential Conflicts of Interest or Compensated Outside Services. It is the responsibility of the College and the appropriate Designated Official to review disclosures and determine if the disclosed interests could directly and significantly affect the Employee鈥檚 performance of College Responsibilities and, if so, to require the management, reduction, or elimination of the Conflict of Interest.

Disclosures must be sent to the Employee鈥檚 supervisor and to Human Resources. Disclosures must occur when any of the following apply or occur: 1) on an annual basis by September 15^th of each year, 2) upon application for a Sponsored Project, or 3) prior to initiation of any such outside services. Disclosures must be made using the Conflict of Interest/Compensated Outside Services Disclosure form.

A. Situations that may create a Conflict of Interest and must be disclosed, regardless of the amount of compensation, include:

1. External Financial Interests;
2. Management positions with fiduciary responsibilities such as a board member, director, partner, or trustee with an outside entity that has a business relationship with NS;
3. Industry affiliations with pharmaceutical, medical device, or medical equipment companies;
4. Consulting and other compensated professional/commercial activities;
5. Use of students or support staff on external, non-NSC activities;
6. Use of College resources;
7. Clinical trials;
8. Contractual relationships between 91桃色 and other entities with which NS Employees have an outside relationship;
9. Any other relationship with an external entity that has the potential to result in a Conflict of Interest.

B. Employees do not need to disclose the following:

1. Salary, royalties, or other Remuneration paid by 91桃色 to the Investigator, if the Investigator is currently employed or otherwise appointed by the College, including intellectual property rights assigned to the College and agreements to share in royalties related to such rights;
2. Equity Interests or income from investment vehicles, such as mutual funds and retirement accounts, as long as the employee does not directly control the investment decisions made in these vehicles;
3. Income from seminars, lectures, or teaching engagements sponsored by a federal, state, or local government agency; a U.S. institution of higher education (as defined by 20 U.S.C. 1001(a)); an academic teaching hospital, medical center, or research institute that is affiliated with a U.S. institution of higher education;
4. Income from service on advisory committees or review panels for a federal, state, or local government agency; a U.S. institution of higher education; or an academic teaching hospital, medical center, or research institute that is affiliated with a U.S. institution of higher education.

C. To protect students鈥� rights as researchers and scholars, employees must comply with the following requirements:

1. 1. Employees must disclose restrictions on publication or communication rights on Sponsored Projects when students are involved in the project and their involvement is the basis for evaluating the student or fulfilling a degree requirement;
   2. Faculty members must disclose their intent to hire a 91桃色 College student as an Employee or as a contractor for an outside entity in which they have a Significant Financial Interest if any of the following apply:
      1. The student is enrolled in a class that the faculty member teaches;
      2. The student is under the faculty member鈥檚 supervision on a research project; and/or
      3. The faculty member is the chair of the student鈥檚 graduate committee.

III.听听听听听听听听听听 Review of Potential Conflicts of Interest and/or Excessive Outside Compensated Services

Determining whether a Conflict of Interest or Excessive Compensated Outside Services exists in a particular instance will often be a matter of judgment. The activities of employees must be governed by thoughtful and shared consideration of individual circumstances in applying the appropriate rules. Application of administrative discretion is an integral part of 91桃色鈥檚 Conflict of Interest and Compensated Outside Services review and remediation systems.

The Associate Vice President of Human Resources serves as Designated Official and reviews all disclosures from faculty. The Designated Official shall determine whether a Conflict of Interest and/or Excessive Compensated Outside Services are present. This determination and a response to the Employee must occur within thirty (30) calendar days of receipt of the disclosure; a lack of response after 30 days shall constitute approval by the Designated Official.

IV.听听听听听听听听听听 Managing Conflicts of Interest

If a Conflict of Interest and/or Excessive Compensated Outside Services appear to exist as identified in section II(A) of this policy, the supervisor, director, and/or dean will attempt to develop and document a Management Plan. The Management Plan must be forwarded to the appropriate Designated Official for review and approval, disapproval, or further development of management strategies.

The Management Plan will, at a minimum, describe the role and principal duties of the Investigator in the research project; conditions of the Management Plan; how the Management Plan is designed to safeguard objectivity in the research project; confirmation of the Investigator鈥檚 agreement to the Management Plan through signature; how the Management Plan will be monitored to ensure Investigator compliance; and other information as needed.

If a mutually acceptable Management Plan cannot be negotiated at the unit level, the Designated Official will review the Conflict of Interest and work with the faculty member鈥檚 supervisor to determine the best available actions (see Section V below). If an agreement is not reached, the Designated Official will render a final decision, including any required actions.

V.听听听听听听听听听听听 Available Actions

A. Actions if Conflict of Interest Exists: If a real or potential Conflict of Interest exists, one of the following actions will be taken:

1. Accept the Sponsored Project and allow the research to proceed, with conditions:
   1. Monitoring of research by independent reviewers;
   2. Public disclosure of Significant Financial Interest;
   3. Modification of research plan;
   4. Disqualification from participation in all or part of the Sponsored Project;
   5. Divestiture of Significant Financial Interest;
   6. Severance of relationships that create actual or potential conflicts;

2. Do not accept the Sponsored Project or Compensated Outside Service;
3. Require the 91桃色 Employee to cease participation in the project involving the Conflict of Interest while remaining an Employee;
4. Require the Employee to cease participation in College activities related to the Conflict of Interest.
5. Accept the Sponsored Project and allow the research to proceed, with conditions:
   1. Monitoring of research by independent reviewers;
   2. Public disclosure of Significant Financial Interest;
   3. Modification of research plan;
   4. Disqualification from participation in all or part of the Sponsored Project;
   5. Divestiture of Significant Financial Interest;
   6. Severance of relationships that create actual or potential conflicts.

听B. Actions if Excessive Compensated Outside Services Exist: In cases where Excessive Compensated Outside Services exist, one or more of the following actions will be taken:

1. Require that the Employee reduce the activity to a level that is allowable under Title 4, Chapter 3, Section 9 of the NSHE Code;
2. Require that the Employee cease performance of existing outside obligations while the Employee remains an Employee;
3. Disciplinary sanctions as set forth in Title 2, Chapter 6 of the NSHE Code.

If the Conflict of Interest or Compensated Outside Services involves a vice president or the provost, the president will review the disclosure and render a final decision. If the Conflict of Interest or Compensated Outside Services involves the president, the chancellor will review the disclosure and render a final decision.

VI.听听听听听听听听听听 Additional Requirements for Projects Funded by the U.S. Department of Health and Human Services (DHHS) Public Health Service (PHS)

A. Training: Investigators on Public Health Service-funded projects must complete training on Conflicts of Interest prior to engaging in research related to any PHS-funded grant. Training must be taken at least every four (4) years, and immediately when any of the following circumstances apply:

1. 1. The College revises its Financial Conflict of Interest policies or procedures in any manner that affects the requirements of Investigators;
   2. An Investigator is new to the College;
   3. The College finds that an Investigator is not in compliance with the institution鈥檚 Financial Conflict of Interest policy or Management Plan.

B. Retrospective Reviews: In addition to the mechanism set forth in section IX: Noncompliance (below), the Designated Official will conduct retrospective reviews of PHS-funded projects as needed. Retrospective reviews occur when:

1. 1. The College identifies a Significant Financial Interest that was not disclosed in a timely manner by an Investigator;
   2. A Significant Financial Interest was not previously reviewed or managed by 91桃色 during an ongoing PHS-funded research project (e.g., was not reviewed in a timely fashion or reported by a subawardee).

The Designated Official shall, within thirty (30) calendar days, review the Significant Financial Interest; determine whether it is related to PHS-funded research; and determine whether a Financial Conflict of Interest (FCOI) exists. If so:

1. 1. The Designated Official will implement, on at least an interim basis, a Management Plan that will specify the actions that have been, and will be, taken to manage the FCOI going forward;
   2. If the Investigator fails to comply with a FCOI Management Plan, within 120 days of the determination of noncompliance 91桃色 will complete a retrospective review of the Investigator’s activities and the PHS-funded research project to determine whether any PHS-funded research, or portion thereof, conducted during the time period of the noncompliance was biased in the design, conduct, or reporting of such research.

3. The College is required to document the retrospective review involving PHS-sponsored research; such documentation shall include, but is not necessarily limited to, all of the following key elements:

1. 1. Project number;
   2. Project title;
   3. PD/PI or contact PD/PI if a multiple PD/PI model is used;
   4. Name of the Investigator with the FCOI;
   5. Name of the entity with which the Investigator has a Financial Conflict of Interest;
   6. Reason(s) for the retrospective review;
   7. Detailed methodology used for the retrospective review;
   8. Findings of the review;
   9. Conclusions of the review.

Based on the results of the retrospective review, if appropriate, the College will update the previously submitted FCOI report, specifying the actions that will be taken to manage the Financial Conflict of Interest going forward. If bias relating to the Conflict of Interest is found, the College is required to notify the PHS Awarding Component promptly and submit a mitigation report.

4. Mitigation Report: The mitigation report must include, at a minimum:
   1. The key elements documented in the retrospective review above;
   2. A description of the impact of the bias on the research project and 91桃色鈥檚 plan of action or actions taken to eliminate or mitigate the effect of the bias (e.g., impact on the research project; extent of harm done, including any qualitative and quantitative data to support any actual or future harm; analysis of whether the research project is salvageable).
   3. Depending on the nature of the FCOI, the College may determine that additional interim measures are necessary with regard to the Investigator鈥檚 participation in the PHS-funded research project between the date that the Financial Conflict of Interest or the Investigator’s noncompliance is determined and the completion of the Institution’s retrospective review.

5. NIH Funding: If the National Institutes of Health determines that one of its funded clinical research projects whose purpose is to evaluate the safety or effectiveness of a drug, medical device, or treatment has been designed, conducted, or reported by an Investigator with an FCOI that was not managed or reported by 91桃色, the College will require the Investigator to disclose the FCOI in each public presentation of the results of the research and will request an addendum to previously published presentations.

听VII.听听听听听听听听 Disclosure to External Agencies

The College will comply with all requirements for external disclosure of Conflicts of Interest and Compensated Outside Services. This includes annual summary reports to the NSHE Board of Regents and specific reports/written disclosures to PHS and other funding agencies as stipulated in 2 CFR 200.112 and the acceptance of award documentation.

In accordance with federal regulations, information about Significant Financial Interests that were determined to be Financial Conflicts of interest for Senior/Key Personnel on PHS-Sponsored Projects will be made available on 91桃色鈥檚 publicly accessible website and must include the following:

A. Investigator鈥檚 name;

B. Investigator鈥檚 title and role with respect to the research project;

C. Name of the entity in which the Significant Financial Interest is held;

D. Nature of the Significant Financial Interest;

E. Approximate dollar value of the Significant Financial Interest.

All Employees shall inform those who engage them in outside professional work that they are not acting in the name of the College and that the College is neither a party to the contract nor liable for any actions of the Employee. Employees performing outside professional work or scholarly services are subject to Title 4, Chapter 1, Section 25 of NSHE鈥檚 policy on Personal Use of System Property or Resources.

VIII.听听听听听听听 Appealing Conflict of Interest Determinations

Employees may appeal a Conflict of Interest decision by sending notification (via email) to the appropriate Designated Official. Employees appeal to the president concerning the decision of the Designated Official. Appeals must be in writing and must be submitted within five (5) business days from the date the Designated Official鈥檚 decision is received by the employee. The president鈥檚 decision on the appeal is final.

IX.听听听听听听听听听听 Noncompliance

Possible violations of this policy and the rules and procedures described in it, as well as alleged deliberate and/or dishonest undisclosed conflicts, will be investigated by the Associate Vice President of Human Resources, who will recommend appropriate action, if any, to the president.

The procedures set forth in Chapter 6 of the NSHE Code and NRS Chapter 281A.500-550 will govern the imposition of any disciplinary sanctions by the College for violations of policy, rules, and procedures. In addition, the College will comply with all review and reporting requirements for noncompliant Investigators on funded projects.

X.听听听听听听听听听听听 Record Handling and Retention

The College considers all disclosures and related documentation to be personnel documents and will limit access to and disclosure of such records as provided for in the NSHE Regents Handbook and applicable College personnel and privacy policies. The College will meet Conflict of Interest requirements for information release specified in the award documentation of Sponsored Programs. The disclosure documentation will be stored by the Office of Human Resources as part of the faculty member鈥檚 personnel file. The Office of Grant Services will receive electronic copies of all disclosures related to Sponsored Projects and will provide all required reports to appropriate funding agencies.

All disclosures and documentation of resolutions must be maintained for a minimum of three (3) years following the completion of the award (for Sponsored Projects) or the termination of the outside activity (for Conflicts of Interest and Outside Compensated Service not related to a Sponsored Project). Copies in personnel files will be maintained in a format that allows for reporting of aggregate data as required by NSHE Title 4 Chapter 3 Section 8.14.

FORMS/INSTRUCTIONS

• Conflict of Interest/Compensated Outside Services Disclosure Form

ADDITIONAL CONTACTS

Office of the Provost
Phone: 702-992-2600
Email: provost@nevadastate.edu

RELATED INFORMATION

• Nevada Revised Statutes 400-281A.660
• NSHE Rules and Disciplinary Measures for Faculty ()
• NSHE鈥檚 policy on Personal Use of System Property or Resources (Handbook, , Section 25 and Section 27)
• NSHE policy on Nepotism (Handbook, , Section 7)
• NSHE鈥檚 Compensated Outside Professional Services Policy (Handbook, Section 9)
• United States Code General Definition of Institution of Higher Education (20 U.S.C. 1001(a))
• 2 CFR 200.112

APPROVAL SIGNATURES

Approved by Mr. Kevin Butler, Senior Vice President of Finance and Business, November 29, 2022.
Approved by Dr. DeRionne Pollard, President, November 30, 2022.

The post Conflict of Interest and Compensated Outside Services Policy (HR 1) appeared first on 91桃色.

POLICY STATEMENT

This policy provides the framework and procedures for the 91桃色 College Classified Dependent Grant-in-Aid benefit.

DEFINITIONS

Spouse: Any individual lawfully married to another individual.

Domestic Partner: Any individual so registered with the Office of the Secretary of the State of Nevada.

Financially Dependent Child: A natural, adopted, or step child of a classified staff member who is not financially independent, is claimed as an exemption for federal income tax purposes under the U.S. Internal Revenue Code (26 U.S.C. 搂 152), and has not attained the age of 24. The classified staff member must attest to a dependency each time a grant-in-aid benefit is issued.听 Financially Dependent children of a registered Domestic Partner are also eligible. For qualified dependent children who have served on active duty in the United States Armed Forces, the age limitation will be extended for a period of such active service, but not to exceed six (6) years.

Qualifying Classified Employment: Benefit-eligible Classified Staff appointment with an FTE at .50 or higher.

PROCEDURES

I. Benefit Overview

The 91桃色 College Classified Dependent Grant-in-Aid program establishes a tuition assistance benefit in which qualified dependents of 91桃色 College classified staff will receive reduced base registration fees for undergraduate courses.

Under this policy, qualified dependents shall refer only to Spouses or Domestic Partners and Financially Dependent Children. Classified employees must attest to dependency for each tuition reduction request and 91桃色 College may at any time request proof of dependent eligibility for verification purposes.

II. Program Eligibility

Dependents of Qualifying Classified Employees must apply for the Grant-in-Aid benefit each academic term and are subject to the following limitations and requirements:

A. Limitations and Course of Study

• The 91桃色 College Classified Dependents Grant-in-Aid benefit may only be used for undergraduate state-supported courses taught at 91桃色 College;
• There are no limitations to the number of credits that will be covered for each academic term (fall, spring, summer);
• Fees covered by this program will be equivalent to the current amount of the grant-in-aid benefit for professional employees, which pays only the State Operating Budget portion of the base registration fee as specified in Chapter 7, Section 17 of the Nevada System of Higher Education Procedures and Guidelines Manual;
• This program does not pay for the cost of additional fees such as differential registration fees, special course fees, excess credit fees, or books;
• If a Spouse or Financially Dependent Child does not qualify as a resident student, only the portion of the per-credit registration fee allocated to the State Operating Budget is paid by this benefit;
• Individuals are personally responsible for, and agree to indemnify and hold 91桃色 College harmless for, any and all tax liabilities that may arise from this benefit.

B. Maintenance of Award Eligibility

• Recipients of the 91桃色 College Classified Dependents Grant-in-Aid benefit must meet the Financial Aid Satisfactory Academic Progress (SAP) requirements as follows:
  • Meet the minimum required undergraduate cumulative grade point average;
  • Satisfactorily complete at least 70% of cumulative credit hours attempted;
  • Complete their degree/certificate program within the maximum time frame of credit hours allowed. Undergraduates seeking their first baccalaureate degree cannot attempt more than 180 credits.

III. Procedure for Requesting Benefit

Requests for benefit shall be processed and approved via the following process:

A. Submission of the Classified Dependent Grant-in-Aid Request Form

• Form is located on the 91桃色 College portal and can accessed via the following path: Documents > Human Resources > Forms > Benefits.
• Must be completed and submitted for each academic term in which a benefit is being requested.
• Completed forms must be received in Human Resources no later than two (2) weeks before the start of the academic term in which the benefit is requested. Submission after the two-week deadline may delay processing of the benefit and may require out-of-pocket payment for courses with reimbursement to follow.

B. Course Registration and Payment

• If not already complete, finalize course registration for the selected academic term.
• Pay for additional fees and/or credits not covered by the Classified Dependent benefit.

FORMS/INSTRUCTIONS

Classified Dependent Grant-in-Aid Request Form

APPROVALS

Approved by Kevin Butler, Senior Vice President of Finance & Administration
Approved by President Bart Patterson.

The post Classified Dependent Grant-in-Aid Policy (HR 2) appeared first on 91桃色.

POLICY STATEMENT

91桃色 recognizes the important role that Student Employment plays, not only in the operation of the University but also with the academic and professional development of students. Student positions are intended to create a learning experience that complements a student鈥檚 academic and career goals while providing valuable work experience and helping meet the staffing needs of the University.

DEFINITIONS

At-will Employee: An employee who may resign from work or be terminated from work at any time for any lawful reason.

Federal Work-Study: A federally funded financial aid program to provide payment for work performed by students on campus or in the community, based on the financial needs of the student and the availability of funding.

Federal Insurance Contributions Act (FICA): A federal employment tax imposed on both the employees and employers to fund Social Security and Medicare. In the State of Nevada, University employees do not pay into Social Security and in lieu of this tax, pay into a FICA Alternative or other qualified plan.

FICA Exempt: Employee who is not required to make FICA contributions, based on a minimum of half-time student enrollment.

Fiscal Year: For 91桃色, the fiscal year runs from July 1 through June 30.

Student Employment: Part-time employment of a current 91桃色 student in a position within 91桃色, funded from either Federal Work-Study or departments with self-supporting funds, generally to meet part-time, temporary, or seasonal needs.

Student Worker: A Student Worker is an At-will Employee whose major efforts are directed toward receiving a formal education and is employed part-time by 91桃色. Student Workers are authorized to work a maximum of 19.5 hours per week during academic periods in which they are enrolled and classes are in session.

PROCEDURES

I. Eligibility Requirements

To be eligible for Student Employment, an individual must be enrolled at 91桃色 as an undergraduate or graduate student during the fall or spring semesters. While individual department/units may require higher standards, the minimum requirements for all Student Workers include:

• Undergraduate enrollment in at least six (6) credits per semester OR
• Graduate enrollment in at least five (5) credits per semester;
• AND Cumulative GPA of 2.0 (undergraduate) or 3.0 (graduate).

Students enrolled in their final semester at 91桃色 or students whose academic program does not allow for half-time enrollment may be exempt from the minimum enrollment requirement. Authorization for exemption is granted by HR in consultation with the supervisor prior to initiating the hire.

The supervisor is responsible for verifying enrollment. Verification will occur at the time of initial application and at the beginning of each academic term thereafter.

To be considered for employment, students must be authorized to work in the United States. If hiring an international student, departments must contact Human Resources for guidance before making an offer of employment.

Students may work during the winter and/or summer terms if they meet one of the following enrollment requirements:

• Be enrolled in at least one (1) credit during the summer term;
  Be enrolled for the academic term immediately preceding and following winter and/or summer terms.

Students who are working but are not enrolled in at least 6 credits (undergraduate) or 5 credits (graduate) will not be considered FICA Exempt and will be required to pay into the NSHE FICA Alternative Plan. Contributions to FICA will not be reimbursed due to late enrollment.

Students who drop below half-time status after the start of the semester will be permitted to continue working so long as they maintain enrollment at a minimum of three (3) credits. Students with a pattern of habitual course withdrawals will be subject to the termination provision.

Failure to maintain the above requirements may result in the revocation of Student Employment eligibility and immediate termination.

II. Procedures for Requesting/Hiring a Student Worker

Departments/Units must have an operational budget available to pay the hourly wage of a Student Worker. Once funding is established, the supervisor will utilize the following process for creating and filling the student position. Student Workers are not authorized to begin working prior to completing the hire and onboarding processes in Workday.

1. Supervisor completes the Student Job Requisition Template (all Student Worker positions). Completed forms should be submitted electronically to hr@nevadastate.edu. Forms can be found in the documents section of the NSU Portal, under Human Resources > HR Docs > Forms > Recruitment and Search Process. Human Resources will review the job requisition for completeness. At this time, HR will determine, in consultation with the supervisor, an appropriate salary grade and hourly rate in accordance with the Student Classification and Compensation Schedule.
2. Supervisor initiates and submits the 鈥淐reate Job Requisition鈥� business process in Workday. Guidance on completing the job requisition can be found using the 鈥淲orkday Training Resources鈥� worklet in Workday and searching for 鈥渃reate job requisition.鈥� Approved job requisitions will be posted on the NSU jobs portal and applications will be accepted. In addition to resume, cover letter, and references, student applicant will be required to upload a copy of their class schedule showing that they meet the minimum enrollment requirement.
3. Supervisor will review submitted applications, conduct interviews, select applicant(s), and initiate the Workday Hire process. During the initial application review, supervisors will be responsible for verifying each applicant鈥檚 enrollment status. Students who do not meet the minimum enrollment requirements will not be considered for hire.
4. Once the Student Worker has completed the hire and onboarding processes, including an I-9, they will be notified of their completion and will be authorized to begin working.

III. Classification and Compensation Schedule

The student classification and compensation schedule is designed to establish consistent hiring and pay practices for all Student Workers. The schedule adheres to the State of Nevada minimum wage and hourly rates. Salaries must be at a wage no less than the minimum required by law and may not exceed the maximum allowable wage for the assigned wage range.

The level and salary applied to a student position is determined by the Office of Human Resources and will be based on job duties/responsibilities, supervision needed, qualifications, and level of expertise required for the job.

Positions are typically placed at the minimum of the pay range. Placement above the minimum may be warranted based on the complexity of the job duties, level of independent judgement, scope and responsibility, and skill/experience required for the position.

New student positions must be submitted to Human Resources prior to a department posting a position for recruitment or making an offer of employment.

Listed below are the classification and compensation ranges for Student Workers:

Student Worker I
Wage Range: $12.00 – $16.00

Duties at this level typically vary from routine and simple to slightly complex, requiring basic decision-making. Employees at this level receive training or are instructed how to perform assigned duties. Duties are performed under direct supervision to ensure completeness and accuracy of tasks performed.

Examples of duties: basic clerical duties, filing, answering phones, shelving books, copying, washing laboratory glassware, stocking shelves, and other manual tasks involving light physical effort. Basic computer skills, reviewing documents for completeness, data entry, cashiering, simple hardware/software maintenance under supervision, library research requiring student to summarize materials, and situations requiring similar judgement. Positions requiring manual skills and arduous physical work are included in this classification.

Student Worker II
Wage Range: $14.00 – $18.00

Duties at this level fall into three areas or a combination of these areas:

1. Duties range from somewhat to moderately complex, are varied and involve a degree of responsibility and judgement.
2. Duties are specialized or technical requiring exceptional and diversified skills.
3. Duties include training lower level Student Worker positions and acting as a lead supervisor over other Student Workers.

Employees at this level must take initiative regularly and must be able to provide information regarding unit procedures, rules, and regulations. Employee is given general instruction and will be expected to prioritize work, use initiative, and make decisions regarding work assignments. Employee must possess specific knowledge and skills to perform duties without detailed supervision.

Examples of duties: Tutoring students in a structured environment (e.g. ASC or Writing Center), desktop publishing, routine hardware/software maintenance, editorial assistance, laboratory work involving research and testing, research work involving collection and interpretation of data, higher level administrative tasks, supervision, training, or overseeing a function or service area.

Student Worker III
Wage Range: $16.00 – $20.00

Duties at this level are specialized or technical requiring exceptional and diversified skills. Assignments involve: Analysis, independent judgement and knowledge of the principles, practices, and concepts of a professional field (e.g. accounting, management information systems, computer science, biology, etc.), advanced customer service or employee supervision. Employees at this level are expected to independently prioritize work, use initiative, and function with autonomy and independent decision-making.

Examples of duties: provide academic support within individual courses, provide embedded supplemental instruction support, lead workshops and/or class sessions to support academic instruction, report compilation, highly technical programming, grant writing, database development, web development, highly technical laboratory or research work. Position in this category normally involve work that is closely related to the student鈥檚 academic program.

Increases to Student Pay

Students may be eligible for a longevity increase if the following criteria have been met:

• The Student Worker has served in their current position for a minimum of 12 months;
• The Student Worker has not received an increase to their compensation in the previous 12 months;
• The direct supervisor and department director/manager recommend giving the increase.

Increases to student pay are based on the availability of student funds allocated to the department.

The maximum allowable increase for a Student Worker is 50 cents per hour per fiscal year. Increases shall not cause the Student Worker鈥檚 pay to exceed the wage range maximum for the assigned classification level.

Supervisors are responsible for notifying Human Resources, in writing, of all requests to increase pay. If requests are received prior to the Student Worker鈥檚 anniversary date, the increase will be effective on the anniversary. If requests are received after the anniversary date, the increase will be effective on the date the request was received in Human Resources. Increases will not be retroactive.

IV. Employment Rules Applicable to Student Workers

A. Standard Hours and Overtime

Student positions are temporary, part-time positions and should provide flexible work schedule to accommodate the student鈥檚 class schedule and other academic responsibilities, and should not impede the student鈥檚 academic pursuits. The following restrictions apply to all student positions:

• Student Workers are authorized to work a maximum of 19.5 hours per week during academic periods in which they are enrolled and classes are in session.
• Student Workers may not work more than 8 hours per day.
• Students may be authorized to work up to 40 hours per week during breaks when classes are not in session (e.g. spring break) or during winter break and/or summer session if they are not enrolled in classes.
  • Authorization must be granted by the appropriate campus Executive (e.g. President/Provost/Senior Vice President/Vice President).
  • Written approval must be provided to Human Resources prior to increasing the Student Worker鈥檚 hours.
• Maximum weekly hours apply to hours worked across all jobs, within NSHE, in which the student may be employed, regardless of NSHE institution.
• Overtime shall not be authorized for Student Workers. In the unusual event that overtime is worked, the Student Worker must be compensated at one and one-half times the normal hourly rate.
• Student Workers may not exceed the department鈥檚 budgeted salary allocation for student positions.

B. Time Tracking and Payroll

One of the most important responsibilities of a supervisor is to ensure that student payroll information is submitted and approved in a timely and accurate manner. It is the responsibility of the student and supervisor to be aware of payroll deadlines and procedures. Payroll cutoff schedules are available from the 鈥淲orkday Training Resources鈥� worklet on the Workday homepage and by searching 鈥淧ayroll.鈥�

Payroll periods are from the 1st through the 15th and the 16th through the last day of each month. Paydays occur on the 10th and 25th of each month.

Students must clock-in and out in Workday for each shift in which they work. Students must also submit their time for approval by their supervisor by the end of each pay period (15th and last day of the month). Supervisors must approve time within one day of the end of the pay period.

If a student is eligible for work study, their primary job will display a time type for work study and they should select that option each time they clock in. If work study is not an option, the Student Worker should select the time type of 鈥淪tudent Hours Worked.鈥� Supervisors and Student Workers will be notified by HR when they are awarded Federal Wwork-Study.

If a student fails to clock-in or out for a particular shift, the supervisor or timekeeper can enter the time retroactively. Retroactive time entry can be logged for two prior pay periods. Supervisors should contact Human Resources if retroactive pay is needed beyond two prior periods.

C. Performance Evaluation

Evaluations are valuable tools in assessing a student鈥檚 progress, providing positive reinforcement, discussing areas of improvement, and for establishing goals for the individual and the department.

It is important that supervisors identify job responsibilities and expected performance standards for the Student Worker and provide ongoing and consistent evaluation of work performance. Human Resources recommends that Student Workers be evaluated at the conclusion of each semester.

A standard evaluation form assists supervisors with evaluation process. The form can be found in the documents section of the NSU Portal, under Human Resources > Forms > Performance Evaluation Forms.

D. Breaks and Meals

Breaks: Student Workers are entitled to one 15-minute rest period, with pay, for every consecutive 4-hour period in which they work. In general, rest periods should occur near the middle of each 4-hour period but should not be taken at the beginning or end of the work period.

Meals: Student Workers, who work a consecutive 6-hour work period are entitled to one unpaid 30-minute meal period. Supervisors may authorize a meal period of up to 1-hour. Meal periods should occur near the middle of the shift but may not be taken at the beginning or end of the work period. Employees may not work through or skip their scheduled meal period.

E. Benefits

Every Student Worker is covered during their working hours by Workers鈥� Compensation Insurance for work-related injury/illness. The coverage provides an incapacitated worker the means of support and medical care when unable to work because of a job-related injury/illness. Employees must immediately report any job-related accident or illness to their supervisor and Human Resources. Supervisors complete appropriate forms for the Workers鈥� Compensation Office.

Student Workers are not eligible to receive other employment benefits such as shift differential pay, call-back pay, paid holidays, paid vacation time, paid sick leave, retirement benefits, or permanent status.

F. Termination

Student Employment is considered at-will and can be terminated at any time by either the employer or employee and for any lawful reason. Supervisors shall consult with Human Resources prior to terminating a Student Worker from their position.

A student may resign from their position. Reasonable notice for the employment separation should be communicated, in writing, to the supervisor.

Where termination occurs, the supervisor or employee should initiate the termination/resignation function within Workday when feasible following the notice of termination.

FORMS/INSTRUCTIONS

• Student Employment Job Description
• Student Job Requisition Template
• Student Performance Evaluation Form

HISTORY

• HR 3.2 to 3.3: Level 1 Student Workers pay range was shifted due to change of State of Nevada minimum wage effective 7/1/24. Level 2 and 3 Student Worker shift in pay range due to institutional
  compensation practices and to maintain existing equity between student worker levels.
• HR 3.1 to 3.2: Level 1 Student Workers pay range was shifted due to change of State of Nevada minimum wage effective 7/1/23. Level 2 and 3 Student Worker shift in pay range due to institutional
  compensation practices and to maintain existing equity between student worker levels.

APPROVALS

Approved by Betty Kim, Interim Associate Vice President of Human Resources, April 25, 2024.
Approved by Gloria Walker, Vice President of Finance and Business, April 25, 2024.
Approved by Dr. DeRionne Pollard, President, April 28, 2024.

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POLICY STATEMENT

This policy establishes general provisions to cover the circumstances and limitations under which Extra-Contractual Compensation (ECC) may be appropriate for 91桃色 College (NSC) employees who render services in excess of their normal workload, duties, and/or responsibilities. This policy applies to ECC paid to all NSC employees, regardless of the funding source, for any work at a Nevada System of Higher Education (NSHE) institution.

In order for NSC to provide Extra-Contractual Compensation to employees from federally-funded grants and contracts, NSC must follow an established, institution-wide policy that pertains to the payment of all ECC from all funding sources. This policy must comply with the Federal Cost Accounting Standards, specifically, 2 CFR 200 Uniform Guidance.

It is the purpose of this policy to define the parameters under which ECC, as it relates to various personnel and situations, may be paid and to establish the review criteria and procedure for the payment of such compensation, regardless of the source of funds.

DEFINITIONS

A-Contract: The base salary period is the full twelve (12) months of the Fiscal Year.

B-Contract: The base salary period is nine (9) months, including ninety (90) days in fall and eighty-five (85) days in spring; the specific contractual dates vary.

Extra-Contractual Compensation (ECC): Payment to an NSC employee (e.g., academic faculty, administrative faculty) for duties in excess of the normal workload that relates to the Institutional Base Salary or Extra-Contractual Compensation Minimum, whichever is higher. ECC constitutes payment beyond Institutional Base Salary and is not guaranteed. ECC is contract work that can include (but is not limited to) teaching overloads, administrative stipends, participation in professional development institutes, participation in sponsored projects, or other extra service obligations that go beyond primary role assignments.

Extra-Contractual Compensation (ECC) Cycle: Time period from the first day of the nine-month 听academic year obligation period in August of each year through the last day of the summer term in the consecutive year.

Extra-Contractual Compensation (ECC) Minimum: A minimum alternative salary amount of $75,000 per Fiscal Year, used to calculated allowable ECC when an individual鈥檚 Institutional Base Salary (IBS) is $74,999 or below. The ECC Minimum will be evaluated and adjusted as needed every five (5) years.

Fiscal Year: The continuous twelve (12) month period from July 1 of a year to June 30 of the following consecutive year

Institutional Base Salary (IBS): The annual compensation paid by the College for an individual’s appointment, whether that individual’s time is spent on research, instruction, administration, or other activities. IBS excludes any income that an individual earns outside of duties stipulated in the employee’s basic appointment. Compensation over and above the employee’s IBS, for a given base salary period regardless of the source of funds (sponsored or non-sponsored), is not allowed for performance of regularly contracted duties. In certain situations, however, compensation in excess of the IBS may be justified. For purposes of computing ECC, any increase in IBS during an ECC Cycle are applied to the following ECC Cycle.

Off-Contract: Dates not covered under a B-Contract employment obligation period.

PROCEDURES

Payment of additional compensation is made via a Job Request in Workday. The reason for the additional compensation must be stated clearly in the Comment section.

The Office of Human Resources is the official source of information on the ECC status of faculty and staff.

I. Limits

A. Subject to limitations of this policy and the policy on faculty workload, A-Contract (12-month) employees are permitted to earn a maximum of 25% of their Institutional Base Salary or ECC Minimum, whichever is higher, as additional compensation, regardless of funding source, during each ECC Cycle.

B. Subject to limitations of this policy and the policy on faculty workload, B-Contract (9-month) employees are permitted to earn a maximum of 67% of their Institutional Base Salary, or ECC Minimum, whichever is higher, regardless of funding source, during each ECC Cycle.

C. In special situations, employees may request approval for an exception to the ECC limits from their appropriate Executive-Level approver (Provost, Vice President). Such requests must be received and approved before the activity for which ECC is sought begins. The Office of Human Resources will inform the Office of the Provost of any ECC-related contracts that violate the limits set in this policy if it is not accompanied by a proper advance approval.

II. Forms of Extra-Contractual Compensation

The sections below describe the different potential sources of ECC: teaching, administrative stipends, professional development participation, and sponsored projects. Compensation for any of these activities is subject to the limits set forth in Section I: Limits. Total compensation for all activities combined must fall within the maximum allowable ECC stated in Section I.

A. Teaching

1. Academic faculty on an A-Contract or B-Contract may teach and receive compensation for additional course(s) during the contract year. Where additional compensation may be paid, the following requirements apply:

i. The maximum overload for full-time A-Contract faculty is one (1) course per semester or winter/summer session. A-Contract faculty in primarily administrative positions (e.g., deans, vice provosts) are compensated at the part-time faculty teaching rate.

ii. The maximum overload for full-time B-Contract faculty is one (1) course per semester or winter session. B-Contract faculty may also teach a maximum of three (3) summer session (or equivalent off-contract period) courses; of those three (3) courses, two (2) courses are considered a full load for the off-contract period and one (1) is considered overload.

iii. The maximum overload for academic faculty shall not exceed a total of four courses in a Fiscal Year (12 months), July 1-June 30. The measurement is based on the course completion date.

iv. One course may carry up to, but not more than, five credits. Several courses (such as independent studies) may be considered 鈥榦ne class,鈥� but only up to a total of three credits.

v. Approval for ECC of Academic faculty for added teaching responsibilities is granted by the Dean or Director of Libraries. Exceptions to the semester/annual credit limitations must be requested through the Dean or Director of Libraries and approved by the Provost鈥檚 Office.

听2. Administrative faculty who want to engage in teaching activities at the request of an instructional unit may do so upon approval of their immediate supervisor. The faculty member may request additional compensation if the instructional activity is in addition to regular work duties and performed outside of normal working hours. Where additional compensation may be paid, the following requirements apply:

i. The administrative faculty member鈥檚 regular job requirements will be maintained and fulfilled.

ii. Instructional activities must occur outside of the employee鈥檚 normal working hours. Any exception to this must be approved by the Executive-Level Approver.

iii. The administrative faculty member may teach no more than one course per semester or winter/summer session. The one course may carry up to five credits, but not more than five. Several courses (such as independent studies) may be considered 鈥榦ne class,鈥� but only up to a total of three credits.

iv. Administrative faculty require approval from their immediate supervisor and must inform their hiring authority of their supervisor鈥檚 approval.

B. Administrative Stipends

A-Contract and B-Contract academic & administrative faculty members completing additional administrative duties may receive additional compensation in the form of administrative stipends.

C. Professional Development Participation

1. B-Contract academic faculty are allowed to participate in and receive additional compensation for professional development institutes held over the summer. They do not require special permission unless their participation will lead to effort that exceeds 100% or surpasses the maximum allowable annual overload. Exceptions in these instances must be requested through the Dean or Director of Libraries and approved by the Provost鈥檚 Office.

2. A-Contract academic faculty are allowed to participate in and receive additional compensation for professional development institutes held over the summer. Where additional compensation may be paid, the following requirements apply:

i. The academic faculty member鈥檚 regular job requirements will be maintained and fulfilled;

ii. The work completed is beyond their normal workload and assigned duties;

iii. A-Contract faculty must consult with their Dean or Director of Libraries on how they will maintain their regular work duties in addition to their participation. Participation must be requested through the Dean or Director of Libraries and approved by the Provost鈥檚 Office.

3. Administrative faculty are allowed to participate in and receive additional compensation for professional development institutes held over the summer. Where additional compensation may be paid, the following requirements apply:

i. The administrative faculty member鈥檚 regular job requirements will be maintained and fulfilled;

ii. The work completed is beyond their normal workload and assigned duties;

iii. Administrative faculty must consult with their immediate supervisor on how they will maintain their regular work duties in addition to their participation. Participation must be requested through the supervisor and approved by the appropriate Executive-Level approver.

D. Sponsored Project Participation

1. During the Academic Contract Period: For Academic Faculty (A or B Contract), completion of sponsored research during the academic year may be undertaken on a released-time basis. When an employee undertakes a sponsored research project on a released-time basis, the grant shall be charged for that portion of his/her time devoted to the project, per the terms of the grant/contract. The rate of compensation will be the same as that paid by the College.

In those instances where it is not possible for a faculty member to be released from regular College duties to undertake sponsored research projects, payments of ECC may be permitted in accordance with this policy, unless prohibited by the Dean or Director of Libraries. It is understood that ECC duties will be undertaken only when the additional duties will not interfere with regular duties.

Academic faculty should work with their Department Chair and Dean or Director of Libraries to determine if release time or ECC is appropriate. If ECC is approved, the Dean or Director of Libraries must inform the Provost and Office of Sponsored Projects on the additional allowable effort. ECC must be requested through the Dean or Director of Libraries and approved by the Provost鈥檚 Office.

2. During Off-Contract Periods: B-Contract faculty are allowed to participate in and receive additional compensation for sponsored project activities completed over the summer. Research compensation during the summer months (or other periods not included in the base salary period) is to be calculated for each faculty member at a rate not in excess of the IBS divided by the period to which the base salary relates. The maximum amount of sponsored projects activity that may be earned during the summer is 1/3 of the faculty member鈥檚 IBS; funding agencies may set lower limits. Where additional compensation may be paid, the following requirements apply:

i. If a faculty member is working on several projects during an off-contract period, care must be taken to ensure that accurate effort reporting is certified (e.g., teaching; sponsored projects).

ii. ECC must be requested through the Dean or Director of Libraries and approved by the Provost鈥檚 Office.

3. Administrative Faculty may receive a buyout of all or a portion of their time using a sponsored agreement. Buyouts must be approved by the Administrative Faculty member鈥檚 direct supervisor and the appropriate Executive.

FORMS/INSTRUCTIONS

听Route for Approval:

1. Academic Faculty requests: Department Chair (if applicable) 鈫� Dean 鈫� Provost

2. Administrative Faculty requests: Supervisor 鈫� Executive-Level Approver

ADDITIONAL CONTACTS

Office of the Provost
702-992-2634
provost@nevadastate.edu

RELATED INFORMATION

HISTORY

• ECC Policy approved May 2018. Clarifying language added and distributed September 2018.
• Replaces AA 6, approved May 8, 2018.
  

Approvals

Approved by Provost Dr. Vickie Shields, May 2, 2022.
Approved by President DeRionne Pollard, July 1, 2022.

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POLICY STATEMENT

The 91桃色 College (NSC) Administrative Faculty Merit Pay Policy supports the College’s commitment to reward excellence. Merit Pay is awarded to recognize and retain high-performing Administrative Faculty who make significant contributions to the mission and goals of NSC.

This policy defines a College-wide framework for Administrative Faculty Merit Pay determination, in compliance with Chapter 6, Section 10 of the NSC Bylaws. The policy is pursuant to the preservation of transparency in Merit Pay awards.

DEFINITIONS

Academic Faculty: Generally consists of those professional staff members who specifically create and disseminate scholarly information through teaching, or providing counseling or library services closely and directly supportive of teaching and research. (See NSHE Board of Regents Handbook, Title 4, Chapter 3, Section 2(1)(b) and NSC Bylaws Chapter 3, Section 2 (b) and, Chapter 3, Section 3(a)).

Administrative Faculty: A subset of the category of administrators defined in section 1.1.b of the NSHE Code and Title 4, Chapter 3, Section 2(1)(d) of the NSHE Board of Regents Handbook. (NSHE Code, Chapter 7, section 7.2.1.; NSC Bylaws, Chapter 3, Section 2(c) and 3(b) ).

Eligible Administrative Faculty: Administrative Faculty who have a start date at NSC no later than September 30 of the Fiscal Year.

Fiscal Year: Period beginning July 1 of one year and extending through June 30 of the next year.

Institutional Base Salary (IBS): The annual compensation paid by the College for an individual’s appointment, whether that individual’s time is spent on research, instruction, administration, or other activities. IBS excludes any income that an individual earns outside of duties stipulated in the employee’s basic appointment.

Merit Pay: Addition to Institutional Base Salary earned by eligible Administrative Faculty for high levels of performance as documented in the annual evaluation report.

Merit Pool: Total funds allocated as a designated percentage of NSC’s annual budget.

Share: Portion of the Merit Pool available to Administrative Faculty based on 鈥渆xcellent鈥� and 鈥渃ommendable鈥� ratings in their annual evaluations.

PROCEDURES

I. Introduction

NSHE institutions are authorized to develop written policies and criteria for Merit Pay recommendation. The award of Merit Pay is intended to recognize, reward, and reinforce exemplary performance. Merit Pay must be earned each year.

Merit Pay is awarded to Administrative Faculty members based on their contributions, accomplishments, and ongoing high levels of performance. The ability to earn Merit Pay serves as an incentive to perform well. A fundamental premise of an equitable Merit Pay system is that it is built upon a sound and valid performance management system, one that is perceived as being fair, measurable, and objective.

Merit Pay is added to Institutional Base Salary (IBS) when calculating the IBS for the new Fiscal Year; any Cost of Living Adjustment (COLA) is added to IBS after Merit Pay is calculated.

II. Criteria for Administrative Faculty Eligible for Merit Pay

The annual evaluation report provides the basis for consideration of annual Merit Pay increases. Merit Pay is awarded to Administrative Faculty who receive an overall rating of 鈥渃ommendable鈥� or 鈥渆xcellent鈥� on their annual evaluation reviews. All annual evaluation reports should provide sufficient information to allow for full and fair evaluation of Administrative Faculty in compliance with Chapter 5, Section 8 of the NSC bylaws.

Because annual evaluation reports are the basis for Merit Pay increases, those records are considered confidential and not a matter of public record. Once awarded, the amount of the Merit Pay increase is a matter of public record.

A. Ineligibility: Administrative Faculty members are not be eligible for Merit Pay if they receive a rating of 鈥渟atisfactory鈥� or below in their annual evaluation review. In addition, Administrative Faculty who would otherwise be considered for Merit Pay will be ineligible if they fall into any of the following categories:

1. Newly-hired Administrative Faculty who begin employment at NSC on or after October 1 of the Fiscal Year;
2. Administrative Faculty who received a promotion on or after October 1, unless Merit Pay eligibility is specifically included in the negotiated contract;
3. Administrative Faculty who are in a temporary appointment. Academic faculty on a temporary Administrative Faculty appointment are eligible for merit pay under the Academic Faculty Merit Pay Policy.

B. Exclusions: The Administrative Faculty Merit Pay Policy does not apply to:

1. Academic Faculty;
2. Part-time instructors;
3. Classified Staff;
4. Casual labor;
5. Student workers;
6. Employees on multi-year contracts;
7. The President.

III. Award Process for Administrative Faculty Merit Pay

Merit Pay salary increases will be awarded once annually. Merit Pay increases go into effect July 1 and first appear on August paychecks. This policy, the available Merit Pool, the number of shares to be distributed, and the value per share will be provided no later than July 1 of each year.

The annual performance evaluation will provide the basis for consideration of the annual Merit Pay increase. While specific policies may differ by unit, all Annual Evaluation Reports should provide sufficient information to allow for full and fair evaluation of faculty, pursuant of Chapter 5, section 8 of the NSC bylaws.

If an Administrative Faculty member fails to submit self-assessment materials for evaluation, the faculty member is ineligible for Merit Pay based on that year鈥檚 evaluation. If a supervisor fails to complete an annual evaluation, the Administrative Faculty member may submit their self-assessment to the supervisor鈥檚 direct supervisor for evaluation; that evaluation rating will then be used to determine eligibility for Merit Pay.

The Senior Vice President of Finance and Business Operations and/or Director of Human Resources is responsible for calculating the amount of Merit Pay awarded per Share. This amount is calculated by adding up the total number of Shares, then dividing the Merit Pool by the number of Shares.

The calculation will include both self-supporting and state-supported positions. Grant, contract, and other self-supporting funding sources should be used to pay their 听Share of professional merit pay and the associated fringe costs. If grant, contract, or other self-supporting funding does not support a budget revision to include the merit increase, a merit increase will not be provided to associated positions.

A. Determining the Administrative Faculty Merit Pool:

1. The Merit Pool is calculated using Institutional Base Salaries (prorated for FTE) for all eligible Administrative Faculty position classifications filled as of October 1^st of the prior year.
2. The Office of Human Resources will generate a report from Workday as of September 30^th that provides necessary salary information and collaborate with the Office of Budget and Finance to calculate the merit pool by October 31^st of each year.
3. The Administrative Faculty Merit Pool will be one percent (1%) of the total of all eligible Institutional Base Salaries. See Appendix for an example.
4. Fringe costs are not included in Merit Pool calculation.

B. Distribution of Merit Shares: Administrative Faculty Merit Pool funds are awarded based on annual evaluation ratings. Administrative Faculty who receive an overall rating of 鈥渃ommendable鈥� or 鈥渆xcellent鈥� are automatically eligible for a Share of the Merit Pool:

鈥淓xcellent鈥�: 听听听听听听听听听听听听听听听听听 2 Shares
鈥淐ommendable鈥�:听听听听听听听听听 1 Share

See Appendix for an example.

IV. Notice of Merit Pay

When an Administrative Faculty member has been awarded Merit Pay, the pay adjustment will be visible in Workday.

The official date of notification of Merit Pay awards for the purpose of review and grievance shall be (a) the first day of the fall semester or (b) the day the merit list is released to campus, whichever date is later. The Merit Pay list is considered a public record subject to disclosure.

V. Availability and Use of Merit Pool Funds

The provisions of this policy may be suspended for NSC or NSHE as a whole. Requests for suspension of the provisions of this section must be presented to the Board with justification and require approval of the Board. NSC will report annually to the Board on how the provisions of this section have been met (NSHE Handbook, Title 4, Chapter 3, Section 50).

VI. Review of Merit Pay Increase

Pursuant to Title 2, Chapter 5, Section 5.16 of NSHE Code, Administrative Faculty members who are in disagreement with their particular award of Merit Pay may seek review in accordance with the grievance process adopted in the NSC Bylaws.

RELATED INFORMATION

• , Section 5.12 Evaluation, 5.16 Review of Evaluations and/or Denials of Salary lncrease
• , Section 50 Annual Professional Performance Pay Awards
• , Chapter 6, Section 8 Evaluations; Chapter 6, Section 10 Merit Determinations; Chapter 6, Section 3-4 Grievance Procedures for Faculty

HISTORY

Replaces AD 1, adopted 12/31/2014.

APPROVALS

Approved by Dr. Sam Jewell, Faculty Senate Chair, 1/13/2022.
Approved by Dr. Vickie Shields, Provost, 1/14/2022.
Approved by Dr. DeRionne Pollard, President, 1/14/2022.

APPENDIX: SAMPLE CALCULATIONS

I. Example of Merit Pool Calculation

听If 50 Administrative Faculty made $70,000, the total Institutional Base Salary pool would be $3,500,000.

The total Administrative Faculty Merit Pool would be calculated as follows:

$3,500,000 x 1% = $35,000

听II. Example of Merit Share Distribution

听Each Faculty member is assigned shares for the ratings in the annual evaluation report.

Excellent = 2 shares
Commendable =听 1 share

The value of one Merit Pay share is calculated by dividing the Merit Pool by the sum of Total Evaluation Shares.

Share Value = Merit Pool / Total Evaluation Shares

In a hypothetical year, the annual review ratings are as follows:

20 Administrative Faculty with Excellent = 40 Shares
30 Administrative Faculty with Commendable = 30 Shares
Total Evaluation Shares = 70

Example Merit Pay would be calculated as follows:

$35,000 Administrative Faculty Merit Pool / 70 Shares = $500 per Share

III. Example Administrative Faculty Merit Pay

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POLICY STATEMENT

In seeking to become a premier employer of choice in our state and region, 91桃色 recognizes the need to establish contemporary, well-designed policies that balance the changing needs of our workforce with our obligations to remain strong stewards of public resources, provide equitable and sustainable processes for all employees, and adhere to relevant State and NSHE laws, regulations, and policies.

This policy outlines alternative work arrangement options that are consistent with Title 4, Chapter 3, Section 51 of the NSHE Handbook and Chapter 4, Section 20 of the NSHE Procedures and Guidelines Manual (PGM), State of Nevada Remote Work Policy, and includes 91桃色 specific requirements, limitations, and considerations.

NSHE policies and procedures and the State of Nevada Remote Work Policy serve as the official governing documents and shall be used, where appropriate and applicable, to resolve policy conflicts that may arise between NSHE and 91桃色 policies and procedures.

This policy applies during normal operations only. It does not apply to emergency work arrangements stemming from emergency closure, suspension, or mandated change to normal institutional, campus, or building(s) operations. Further, this policy does not apply to remote work that is approved as a reasonable accommodation under the Americans with Disabilities Act (鈥淎DA鈥�).

Additionally, this policy does not remove or restrict an employee鈥檚 rights as outlined in Title 4, Chapter 8, Section 14 of the NSHE Handbook as it relates to sexual harassment, discrimination, Title IX, or retaliation.

Given the complexities associated with managing alternative work arrangements, frequent shifts related to operational needs, and changes associated with positions, this policy and associated provisions will be reviewed and analyzed on an annual basis. These reviews may result in the revision, elimination, or expansion of alternative work arrangements for specific positions or position classification groups.

This policy establishes consistent and equitable opportunities for providing alternative work arrangements for eligible employees which will add to the effective utilization of institutional space and increase efforts to recruit and retain top-tier talent.

DEFINITIONS

Alternative Work Arrangement (AWA): An approved work arrangement that differs from the standard work schedule and includes: fully remote work; temporary remote work; situational telecommute; compressed work schedule; and flex time.

Campus Executive: President, Provost, or Vice President level position.

Compressed Work Schedule: Regularly schedule work hours that are worked and fixed over fewer than five (5) days.

Exempt Employee: An employee who is exempt from the overtime and minimum wage provisions of the Fair Labor Standards Act (FLSA) based on the position being classified as executive, professional, or administrative and meeting the specific FLSA criteria for exemption. For 91桃色, this include all Academic Faculty, Administrative Faculty, PTI, and Letter of Appointment.

Flex Time: Adjustment to an employee鈥檚 starting and departure times that differ from the standard Non-Academic Faculty work schedule or standard departmental schedule. May include: Fixed Flex Time that occurs on a regularly-scheduled basis or Ad-Hoc Flex Time that occurs on a day-to-day basis.

Fully Remote Work: A remote work schedule that allows an employee to perform the duties and responsibilities of their assigned position at a remote work location on a full-time basis.

Modified Overtime Agreement: A mutual overtime agreement between an employee and employer allowing for overtime to be paid for hours worked over 40 in a work week in lieu of 8 hours in a workday. Agreements are available through NS鈥檚 Human Resources Department.

Non-Exempt Employee: An individual who is not exempt from the overtime and minimum wage provisions of the FLSA and is therefore entitled to pay for all hours worked beyond 8 hours per day or 40 hours per week (with a modified overtime agreement). Non-exempt employees may be paid on a salary, hourly, or other basis. For 91桃色, this includes Classified, part-time hourly, and student workers.

Payroll Reciprocity: An agreement between two states that allows an employee that works and lives in different states to request an exemption from tax withholding in their employment state and only pay taxes in the state where they live.

Position Designation: An occupational job class and/or position identified by Campus Executives, and approved by the President, to be eligible for fully remote or temporary remote work.

Primary Worksite (post of duty): An employee鈥檚 primary workspace and place where they normally perform work duties.

Remote Work Location: A worksite approved by 91桃色 that is not an on-campus worksite.

Situational Telecommute: A work arrangement that allows an employee to work from a remote work location on a one-time or short-term basis to accommodate a special circumstance. This arrangement does not constitute an ongoing or regular remote work schedule.

Standard Non-Academic Faculty Work Schedule: 91桃色鈥檚 standard work schedule is 8am-5pm, Monday-Friday, with limited exceptions based on documented business needs of individual departments.

Temporary Remote Work (TRW): A work arrangement that allows an eligible employee to work, on a periodic and regularly-schedule basis, from a remote work location.

Work Week: The standard work week for determining overtime for non-exempt employees is 12:00am Sunday to 11:59pm on Saturday as established by NSHE system-wide practice.

I. Eligibility & Limitations on Alternative Work Arrangements

Employees of 91桃色 may be eligible for one or more of the alternative work arrangements as outlined in Section II of this policy. The following applies to all alternative work arrangements:

A. Eligibility for a work arrangement does not guarantee that a request for such an agreement will be approved.

B. In accordance with Title 4, Chapter 3, Section 51 of the NSHE Handbook and the State of Nevada Remote Work Policy, participation in an alternative work arrangement is not a right and is a discretionary privilege. The arrangements will vary among employee type and across departments, offices, and units depending on the needs of the particular area and the function and responsibilities of employees. Not all positions will be eligible for alternative work arrangements as some position by their nature and responsibility require daily onsite presence and interaction.

C. In accordance with Chapter 4, Section 20 of the NSHE PGM, positions on the Executive Salary Schedule and Academic Faculty are ineligible for Temporary Remote Work.

D. Classified employees are eligible for Temporary Remote Work in accordance with the State of Nevada Remote Work Policy.

E. Employees must have supervisory and/or Campus Executive approval prior to engaging in an alternative work arrangement.

F. Employees whose performance evaluations are below 鈥渟atisfactory鈥� (Administrative Faculty) or 鈥渕eet standards鈥� (Classified), or employees who are currently on a performance improvement plan are not eligible for an alternative work arrangement.

G. Upon termination of an alternative work arrangement, employees are expected to return to a standard non-academic faculty work schedule and/or return to an on-campus primary worksite (post of duty). Employees who elect not to return to the standard work schedule and/or to campus will agree to resign their position effective on the date on which the agreement is terminated. If the employee does not resign their position, the employee will be deemed to have abandoned their employment and NS will initiate the appropriate disciplinary proceedings.

H. Alternative work arrangements must advance the institution鈥檚 mission and shall not reduce or impede employee productivity, the quality of instruction or service provided to students, co-workers, and the campus community or 91桃色鈥檚 access to or communication with the employee.

I. While on an alternative work arrangement, the employee must be available for video/teleconferences scheduled on an as-needed basis and must be available to physically attend scheduled work meetings as requested or required by the needs of 91桃色, department, unit, or supervisor.

J. Denial or revocation of an employee鈥檚 alternative work arrangement request shall not be subject to any grievance, reconsideration, or appeal unless such complaint alleges sexual harassment or discrimination as the basis for the denial or revocation. Complaints of this nature shall be directed to Human Resources.

II. Alternative Work Arrangements

A. Academic Faculty & Part-Time Instructor (PTI): Given the unique nature of academic and instructional positions, 91桃色 recognizes the need to perform job duties and serve students through delivery methods that often don鈥檛 align with a standard work week or schedule. Therefore, academic faculty and PTIs should refer to the Academic Workload Policy for requirements and restrictions related to alternative work arrangements.

B. Fully Remote Work: Fully remote work is restricted to part-time instructor positions. All other employee types (Academic Faculty, Administrative Faculty, Classified, Student Worker, 1,000 hour, and non-PTI LOA hourly and salaried positions) are not eligible for fully remote work. Positions must be designated as fully remote eligible as outlined in NS鈥檚 Alternative Work Arrangement Procedures.

C. Temporary Remote Work (TRW): Pursuant to Chapter 4, Section 20 of the NSHE Procedures and Guidelines Manual (PGM), TRW applies to select administrative faculty positions. Pursuant to the State of Nevada Remote Work Policy, TRW applies to select classified positions. 91桃色 has, in accordance with PGM, adopted additional procedures to permit student workers, 1,000 hour, and non-PTI LOA hourly and salaried positions to engage in TRW arrangements. The following applies to TRW arrangements:

1. Administrative Faculty and Classified positions must be designated as TRW eligible as outlined in NS鈥檚 Alternative Work Arrangement Procedures prior to the submission or approval of an alternative work arrangement request.
2. Designation of a position as TRW eligible does not guarantee approval of a TRW request.
3. Administrative Faculty and Classified employees must be employed in a TRW eligible position for no less than three (3) months before becoming eligible for a TRW arrangement.
4. TRW arrangements are limited to no more than three (3) remote workdays per work week.
5. TRW does not apply to authorized work performed away from the primary worksite that is part of the employee鈥檚 standard job responsibilities, including but not limited to: work travel, sabbatical, community engagement, and conferences/training.
6. All TRW agreements must be reviewed and renewed at least annually to correspond with NS鈥檚 fiscal year (July 1 to June 30), or whenever there is a modification to the agreement and a change in supervisor, employment status, office conditions, or job duties.

D. Situational Telecommute: All 91桃色 employees are eligible for situational telecommute work schedules. The follow applies to all situational telecommute arrangements:

1. Instances in which situational telecommuting may be approved include but are not limited to: operational need; short-term childcare; and need to maximize productivity when personal appointments or special work assignments impact the telecommuter鈥檚 availability.
2. Situational Telecommute shall not be used for long-term childcare, personal or family medical leave.
3. The duration of a situational telecommute agreement should cover the time needed related to the identified instance but shall not exceed one (1) workweek. Exceptions may be granted upon approval of the campus executive in consultation with Human Resources.
4. Employees must receive pre-approval from their supervisor prior to working remotely. Approval must include the date(s) for the remote work and the address and location of the remote work location.
5. Situational telecommute approval does not constitute a regular or ongoing work arrangement. Approval is at the discretion of the supervisor and is not a requirement or entitlement.

E. Compressed Work Schedule: All full-time 91桃色 employees (Academic Faculty, Administrative Faculty, Classified) are eligible for compressed work schedules. The following applies to all compressed work schedules:

1. Exempt and non-exempt employees may request a compressed schedule as follows:
   1. Four (4) ten-hour days (compressed schedule A)
   2. Four (4) nine-hour days & one (1) four-hour day (compressed schedule B)
2. Non-exempt employees (Classified) must have a Modified Overtime Agreement in place with Human Resources in order to be eligible for a compressed schedule.
3. In considering requests for compressed schedules, the supervisor must consider departmental business needs, impact to operations, staffing levels, and their ability to provide effective supervision. Requests that would result in the closure of a department/office or those that would reduce the services offered shall not be approved.

F. Flex Time: All full-time 91桃色 employees (Academic Faculty, Administrative Faculty, Classified) are eligible for flex time. The following applies to all flex time arrangements:

1. Fixed Flex Time:
   1. Regular or ongoing flex time arrangements shall not cause an employee to work less than the required 40 hours per work week.
   2. In considering requests for regular or fixed flex schedules, supervisors must consider departmental business needs, impact to operations, staffing levels, and their ability to provide effective supervision.
   3. Requests that would result in the early closure of a department/office or those that would reduce the services offered shall not be approved.
2. Ad-Hoc Flex Time:
   1. An exempt employee who works in excess of the number of their regularly scheduled workday hours may, upon the approval of the supervisor, reduce a future workday within the pay period (first day of the month through the last day of the month). To maintain the exemption status of the position, flexing of time shall not be based on a strict hour-for-hour basis. Approval for flextime is at the discretion of the supervisor and is not a requirement or entitlement.
   2. A non-exempt employee who works in excess of 8 hours in a day or 40 hours in a workweek (with an accompanying Modified Overtime Agreement) may, upon the approval of the supervisor, reduce a workday within the same workweek. Flex time must occur within the same workweek and may not be 鈥渂anked鈥� or adjusted to a different workweek. Flexing time shall be on a strict hour-for-hour basis. In the absence of approved flextime, the employee shall be entitled to overtime/compensatory time for any hours worked in excess of the standard work schedule. Overtime/compensatory time must be pre-approved by the supervisor.

III. Guidelines for Managing Alternative Work Arrangements

The following guidelines apply to all alternative work arrangements and detail additional requirements and limitations associated with AWA.

A. Non-exempt employees shall not work more than eight (8) hours per day or forty (40) hours per work week without a Modified Overtime Agreement (Classified only).

B. Supervisors, in consultation with the Dean/Director and Campus Executive, have the discretion to manage the conditions under which alternative work arrangements are approved, scheduled, and operationalized within their respective units.

C. All alternative work arrangements must conform to the overtime/compensatory time, record keeping, meal and rest break, and any other provisions of the Fair Labor Standards Act and/or other relevant federal and state employment laws, regulations, or policies. Meal and/or rest periods shall not be eliminated as a result of an employee鈥檚 approved alternative work arrangement.

D. Employees on a fully or temporary remote work or situational telecommute arrangement must be available by telephone, email, and/or other communication and collaboration technology as identified by the supervisor during scheduled work hours, with the exception of meal and break periods.

E. Employees are required to have the appropriate technology and security measures in place to perform assigned job duties and responsibilities. In addition, employees must have access to the 91桃色 email system and any other institutional system(s) and applications necessary to perform their job responsibilities.

F. The supervisor retains the right to require an employee working remotely to be physically present at the institution on a day that conflicts with the agreed-upon arrangement. When possible, an employee will be given a minimum of 24 hours鈥� advance notice of the need for a physical presence. The employee may request approval to swap their remote day for another day during the same work week, however the supervisor is not obligated to grant such requests.

G. Employees with approved alternative work arrangements are subject to all terms and conditions of employment, law, policies, procedures, and regulations as outlined in the NSHE Handbook and Policies and Guidelines Manual, Nevada Administrative Code, NS policy, or any other relevant federal or state law or regulations.

H. Classified employees with an approved alternative work arrangement are required to submit hours worked through the COE application.

IV. Holiday and Campus Closures

A. Fully Remote and Temporary Remote Work Arrangements

1. In the event of a delayed opening, early closure, or full-day closure of campus due to a holiday, inclement weather or other emergency condition, non-essential employees working on a fully or temporary remote work arrangement are not required to work remotely.
2. If administrative leave is granted for a non-holiday closure, employees must enter the appropriate leave in the Workday leave system.

B. Compressed Work Schedules

1. 1. Holiday pay and non-holiday campus closure administrative leave (when provided) is granted for a maximum of eight (8) hours per workday.
   2. Administrative leave will not be provided to employees on a compressed work schedule whose day off coincides with a non-holiday delayed opening, early closure, or full-day closure.
   3. Employees on a compressed work schedule whose day off coincides with a holiday, or those scheduled to work on a holiday or non-holiday full-day closure will be responsible for making up any work time missed beyond the granted holiday pay or administrative leave
      1. Non-exempt employees may elect to: (1) record two hours of leave (annual or compensatory time) for the holiday or closure; (2) flex their remaining workweek to work eight-hour shifts; or (3) add two hours to a remaining workday(s) within the same workweek.
      2. Exempt employees may elect to: (1) flex their remaining workweek to work eight-hour shifts; or (2) add two hours to a future workday(s) within the same pay period (1st of the month through the last day of the month).

V. Revocation

In accordance with Chapter 4, Section 20 of the NSHE Procedures and Guidelines Manual, if an administrative faculty鈥檚 alternative work arrangement becomes inconsistent with the needs of the institution or unit, the employee鈥檚 agreement may, upon twenty-four (24) hours鈥� written notice, and in consultation with the supervisor and Human Resources, be revoked by the appropriate Campus Executive.

All provisions outlined in Chapter 4, Section 20 of the NSHE Procedures and Guidelines Manual shall apply to this section.

In accordance with the State of Nevada Remote Work Policy, a temporary remote work agreement for a classified employee may be terminated at any time at the discretion of the supervisor.

VI. Supervisor and Employees

91桃色 will provide education and information, as appropriate, for supervisors and employees to enhance understanding and increase awareness of the Alternative Work Arrangement policy and Procedures related to alternative work arrangements.

A. Goals to be achieved through education and training are:

1. Ensuring that all supervisors and employees are aware of the eligibility, limitations, and requirement related to alternative work arrangements.
2. Deterring the misuse or abuse of alternative work arrangements.
3. Identifying efficiencies to be gained through alternative work arrangements.
4. Ensuring the equitable and consistent application of alternative work arrangements.

B. Supervisors and employees will be required to complete an alternative work arrangement training prior to submitting or approving an alternative work arrangement request. Additional education and information sessions may be developed and delivered by the institution.

VII. Remote Work Locations

The following outlines the requirements and limitations regarding all remote work locations:

A. Remote work locations shall be limited to the State of Nevada. Part-time instructors (PTI) may be permitted to work in other states within the United States where NSHE has a payroll reciprocity agreement in place and for which Dean approval has been granted.

B. Employees who are fully remote or are on a temporary remote work or situational telecommute agreement must designate a remote work location on the agreement request.

C. The remote work location will be considered an extension of the 91桃色 worksite. Therefore, the institution will be liable for job-related accidents that occur at the remote work location during the employee鈥檚 working hours while the employee is performing official 91桃色 business.

D. 91桃色 reserves the right to inspect the workspace upon 24-hours鈥� notice or to have the employee submit a self-certified safety checklist for determining that the site is safe and free from hazards.

E. Worker鈥檚 Compensation liability is limited to the designated workspace as opposed to all areas of the remote work location.

F. 91桃色 will not be liable for theft or damages to the employee鈥檚 real or personal property while the employee is working at the remote work location and assumes no liability for injuries occurring at the remote work location outside of the established work hours.

G. Employees are expected to maintain safe working conditions and to practice the same safety habits in the remote work location as they would in their on-campus workspace.

H. Remote work locations must allow employees to maintain confidentiality of sensitive information (e.g. FERPA, employee information) and practice the same level of data security as they would in their on-campus workspace.

I. Employees remain responsible for all insurance, utility, telephone, internet connections, and related costs at the remote work location.

J. Employees should consult their tax advisor with respect to tax consequences.

K. In the event of injury at the remote work location, the employee shall immediately (as circumstances permit) contact their supervisor and Human Resources. Failure to report an injury may result in the immediate termination of the alternative work arrangement.

VIII. Supplies and Equipment

91桃色 will not purchase equipment solely for the purpose of permitting an employee to engage in an alternative work arrangement, unless such arrangement is required by a condition of employment, as the result of an approved ADA accommodation, or as necessary during periods of mandated remote work. Any purchase is subject to budget limitations.

Employees are liable for any 91桃色 property provided and should promptly notify their supervisor and/or ITS of any malfunction in equipment and take all appropriate actions to return such equipment if repairs are necessary.

All equipment and supplies provided by the institution remain the property of 91桃色 and must be returned promptly at the conclusion of any alternative work arrangement.

Employees may use their own equipment, provided the institution incurs no cost. Repair and maintenance of employee-owned equipment is the responsibility of the employee.

IX. Campus Space

The decision to enter into an Alternative Work Arrangement may have the following implications related to campus space assignments:

1. An employee who is working remotely more than two (2) days per week will share an assigned office with one or more other employees. The workspace may be shared with an employee of dissimilar classification.
2. An employee who is working fully remote will not be assigned a dedicated on-campus workspace.
3. 91桃色 will provide limited drop-in space for employees who are not assigned an individual workspace. The drop-in space will be equipped with a computer and related periphery. The drop-in space is available on a first-come, first-served basis and cannot be reserved in advance.

FORMS/INSTRUCTIONS

• Alternative Work Arrangement Procedure (HR 7.2 – P.2)

HISTORY

HR 7.1 to HR 7.2: Effective 5/1/24, policy expanded Temporary Remote Work eligibility to Classified employees per Governor鈥檚 mandate.

RELATED INFORMATION

• Nevada Administrative Code, section 284.257
• NS Academic Workload Policy
• Title 4, Chapter 3, Section 51 of the NSHE Handbook
• Title 4, Chapter 8, Section 13 of the NSHE Handbook

APPROVALS

Approved by Gloria Walker, Vice President of Finance and Business Operations, April 25, 2024.
Approved by Dr. DeRionne Pollard, President, April 28, 2024.

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