Employment Regulations

PROBATIONARY EMPLOYMENT

Your first six (6) months of employment in a non-faculty, non-exempt university position is considered probationary employment.  If you are in a non-faculty, exempt position your first twelve (12) months of employment are considered probationary employment.  Your supervisor will be observing your performance and work habits during this time.  Any prolonged interruption of your probationary employment may result in probation being frozen during your absence and resumed upon your return to work.  Probationary employment includes the possibility of dismissal with or without notice.

TRANSFERS AND PROMOTIONS

The university encourages promotion of deserving employees.  This practice provides opportunities for individuals to advance into jobs with increased responsibility and fosters retention of skilled personnel.

Information on current job openings is available from the Office of Human Resources and is posted on bulletin boards maintained on campus.  Some jobs may be posted internally only to allow for current employees to apply. This is indicated on the job posting.

It is a university requirement that you must have worked in your present position for a minimum of six months before you may apply for a transfer or promotion outside of your department.  In addition, you are expected to advise your present supervisor of your intent to apply for a posted position; this should be done prior to completing an application and formally applying online.

PERFORMANCE ASSESSMENT

To encourage the occupational development of the University staff, and increase morale, the University of Houston-Clear Lake has established an annual performance assessment program.  The annual performance assessment will assist in promoting effective communications between the supervisor and the employee; identifying staffing and workload problems; and most of all, involve the employee in the planning of their work environment. 

RESIGNATION

If you find it necessary at some time to resign your position at the university, you are expected to provide your supervisor with two weeks' notice, in writing, of your intent to leave, and then to inform the Office of Human Resources and establish a time to complete terminal clearance.

TERMINAL CLEARANCE

In compliance with State law, the university has established a sign-out procedure for all terminating employees.  This procedure was enacted to maintain accountability for State property, to insure that all university-owned tools, library and AV materials, equipment, keys and identification are returned and to terminate employment benefits on the proper date.  Please contact the Office of Human Resources prior to your last day of work to complete terminal clearance.

RE-EMPLOYMENT

Former employees who wish to return to work at the university must contact the Office of Human Resources and follow normal application procedures.  You are eligible for rehire in a job for which you qualify if your previous employment was satisfactory.  If your termination from UHCL was based on documented misconduct, you will remain ineligible for rehire at UHCL until we are able to determine that you have established an acceptable satisfactory work record elsewhere.  Former employees applying for re-employment should be aware that prospective UHCL employers are encouraged to review your official personnel file, including performance evaluations, to determine whether your re-employment would be advisable.

REFERENCE CHECKS

Requests for reference information on former or current employees should be directed to the Office of Human Resources.  In most cases, the Office of Human Resources verifies only dates of employment and job title.  When it is legally permissible, the Office of Human Resources may provide more information.  University personnel should be aware that there are legal issues involved in providing information about former or current employees, and anyone who chooses to respond personally to a reference check does so at his or her own risk.

DISCIPLINARY ACTION - DISMISSAL

Disciplinary action can occur for a number of reasons, including failure to abide by university policies, lack of satisfactory performance, unacceptable work habits, or unacceptable attendance.  The usual disciplinary steps for employees past probation are 1) a verbal warning, 2) a written warning, 3) suspension, and 4) dismissal.  Please keep in mind that this brief explanation is for informational purposes only.  More specific information on disciplinary action is contained in the University of Houston - Clear Lake Discipline and Dismissal of Regular Staff Employees policy.

EMERGENCY CLOSING

The decision to close the university because of an emergency is the responsibility of the President. When the university is in session, such a decision is relayed to faculty, staff, and the student body directly from the President's Office through various forms of electronic communication; when not in session, administrative officials will be informed by telephone and then will notify members of their staff and faculty.  Notice also will be given to radio and television stations and posted on the UHCL Web site.  The decision to reopen is the responsibility of the President and also is broadcast via the news media and posted on the UHCL Web site.  In addition, you may obtain official campus status information by calling the University Police Department Emergency Hotline 281/283-2221 or stay tuned to the following radio and television stations for updated reports.

KIKK-AM (650), KIKK-FM (95.7), KTRH-AM (740),
KPRC-AM (950), and KLVL-AM (1480)
KHOU-TV (Channel 11), KPRC-TV (Channel 2), and
KTRK-TV (Channel 13)

During a period of official emergency closing, you will be paid at your regular rate.  If you elect to leave work prior to the official closing, or remain absent past the official reopening, payment may be charged to your vacation accrual; if you are not eligible to use accrued vacation or have depleted your accrued vacation, the absence is considered Leave Without Pay.  An absence related to emergency closing that continues past what is authorized or considered reasonable constitutes grounds for disciplinary action.

Those members of the University Police and Facilities Management and Construction staffs required to remain on duty during an emergency are notified as far in advance as possible. Such emergency teams serve under the direction of the Vice President for Administration and Finance.  Failure to report and serve on Ride-Out Crew assignment is grounds for severe disciplinary action including dismissal.

STATE TELEPHONE USE

Telephone usage should be limited to business-related communications.  Local personal calls are acceptable during an emergency situation.  Long distance personal calls under unusual circumstances may be approved, in advance, by the supervisor.  Arrangements must be made in advance for payment to the university.  Personal calling cards, cellular telephones or collect calls should be used for emergency long distance calls, whenever possible.  Employees should always use the state telecommunications system for all long distance business-related communications.  Employees may be held liable for the cost difference between a non-state telecommunications system telephone call and a state telecommunications system call.  Employees will be held liable for the cost of all long distance personal calls regardless of what telecommunications system was used.  Using state telephones to place personal long distance calls, without prior approval, is grounds for disciplinary action up to and including dismissal.

DRESS CODE

At this time the university has not adopted an official Dress Code Policy, however, there may be department specific dress guidelines or policies.  All employees while at their place of employment should be dressed in a manner appropriate to meet and work with the public on a professional level.