Staff Personnel Manual (SPP)
Terms used in this manual are defined as follows:
- Arizona Civil Rights Division, a state agency authorized to
accept, investigate, resolve, or make findings related to charges
of employment discrimination.
- Act of Violence
- An intentional act that results in bodily harm, however slight,
to another person and/or damage to the property of another in the
- Americans with Disabilities Act of 1990.
- Administrative Official
- The individual with authority to make decisions and take
- Administrator or
- An officer who reports directly to the president or to a vice
president and who is responsible for planning, organizing,
directing, controlling, and evaluating the activities of a major
segment of a university; promulgating and implementing university
rules and regulations; preparing and administering the
organizational budget; and maintaining relationships with
administrative officials and members of business, government, and
civic communities. These positions shall include vice presidents/provosts,
deans, academic department heads, and other positions as determined
by the board.
Any nonclassified or nonstudent employee, not covered by the
Conditions of Professional Service or Conditions of
Faculty Service, who reports to a person below the level of
vice president and who has a direct role in planning, organizing,
directing, evaluating, and controlling a major university function.
Specific positions shall be determined by the president consistent
with the terms of this definition.
- Affirmative Action
- Those positive steps taken by an employer to ensure the
provision of equal employment opportunity. Affirmative action
regulations cover minority persons, women, persons with
disabilities, Vietnam-era veterans, and special disabled
- A written document prepared by the mediator following a
successful mediation. The agreement is signed by the parties
- Alternate Administrator
- An administrator from another department or unit or at a higher
rank than a supervising administrator, who will assume the
responsibilities of the supervising administrator for key decisions
involving a relative of the supervising administrator.
- Alternate Duty Assignment
- Work that eliminates, minimizes, or modifies certain lifting,
walking, or other physical or mental requirements that prevent an
employee from returning to his or her regular position. This may
also mean performing all regular aspects of the job, but at a
reduced number of hours per week.
- Anniversary Date
- The month and day on which an employee was hired.
- Appeal Committee
- A Human Resources designee and representatives of the
Ombudsperson Committee, the campus University Staff Council, and
the appropriate vice provost/vice president’s office. This
committee reviews allegations of procedural violations related to
layoff or reduction in force submitted by an affected
- Resources such as money, negotiable securities, and property
owned by or under custodial control of the university.
- Assignment to Special Duty
- The reassignment of an employee outside of his or her regular pay grade to fill a business need while another employee is out on a leave of absence, to meet the needs of a special project of limited duration, or to staff a vacancy on an interim basis without observing established hiring and recruiting procedures for a minimum of 30 days and a maximum of one year.
- Arizona Universities Classification/Compensation System.
- Auxiliary Aids and Services
- Examples: qualified interpreter, qualified reader, note-taker,
taped text, transcription service, modification of equipment, relay
service, TDDs (telecommunication devices for deaf or hearing
impaired, also called “telephone text devices”), large
print, brailled or written material, telephone amplifier, listening
system, open and closed captioning, audio recording, computer
terminal, speech synthesizer, communication board.
- Benefits-Eligible Employee
- Regular or long-term temporary employees, in any classification other than graduate or student worker, who are hired to work .5 FTE or greater for an anticipated duration of six months or longer.
- The Arizona Board of Regents.
- Budgeted Salary Line
- A salary line assigned a single position in a continuing state
or local budget account.
- Buyout Pay
- An amount paid to an affected employee in lieu of layoff notice period, layoff period,
and recall/reemployment rights whose position is eliminated due to
reduction in force.
- Callback Pay
- A guarantee of pay for a minimum amount of time when employees
are called back to their work at times when they would not
ordinarily have to work.
- Career Path
- A group of positions in the same job family listed in
hierarchical order by the Office of Human Resources.
- A biological, adopted, or foster child, stepchild, or legal
ward, who is under 18 years of age, or 18 years of age or older, if
the child is incapable of self-care due to a physical or mental
- The process of organizing positions into categories of work
(classes) based on the similarity of duties, authority, and
- Classified Staff
- Positions in the Arizona Universities
Classification/Compensation System (AUCCS) for which generic job
descriptions and corresponding pay grade ranges have been
- Comparable Position
- Positions of equivalent salary range (or greater), FTE, job
classification, and minimum qualifications that have been
determined by the Office of Human Resources and the laid-off employee.
- Compensatory Time
- Time accrued to a nonexempt employee at one and one-half hours for every hour actually worked over 40 in a work week.
- Competitive Zone
- Refers to the range between the 25th and 75th percentile of the grade.
- Consultant/Independent Contractor
- An individual or organization contracted to perform a
particular service where there is no right to control the person
who does the work and no right to direct the manner in which the
job is done. Payment for services must be made to the individual or
organization contracting to provide the service.
- Continuous University Employment
- Staff who have been employed by ASU without
interruption in service. Service is defined as the length of time
an employee has been employed in a benefits-eligible position.
- Date of Hire
- Date on which an employee was hired into a benefits-eligible
position. Also known as employment date.
- Actions involving work assignments, office space,
travel, and other benefits.
- A progressive disciplinary action changing an employee’s
assignment from a position in one classification to a position in
another classification with a lower pay grade. An employee has a
right to a pre-demotion hearing before the effective date of
- Unit(s) directed by a department head, director, chair, or
equivalent title who normally reports to a dean,
assistant/associate vice president/provost, vice president, vice
provost, or president.
- Department Time Administrator (DTA)
- An individual who grants view/add/updated access to Time and Labor for approving time for employees in a department. In order for a request to be valid, it must include one or more ASU Department codes for time approval. This information should be entered in the role comments. This role has to be requested via the OASIS Support Web page and may be assigned to multiple people within a department. Training is required for the DTA role.
- Dependent Children
- Children who are considered dependents for federal income tax
purposes, and who have not reached age 30 as of the first day of
the semester for which a special registration fee is granted.
- Direct Threat
- Condition or disability that poses a threat to the health and
safety of self or others and prevents an individual from performing
the essential functions of the position or participating in a
program, service, or activity at a safe level even with reasonable
accommodation. ASU must show both high probability of substantial
harm and inability to reasonably accommodate.
- A physical or mental impairment that substantially limits one
or more major life activities, a record of such impairment, or a
perception of such impairment. Examples of impairments: asthma,
tuberculosis, AIDS, cancer, angina, diabetes, hypertension,
stutter, anxiety disorders, bipolar disorders, dyslexia, blindness
or vision impairment, deafness or hearing impairment, and
- Employee Assistance Office.
- Equal Employment Opportunity Commission, a federal agency
authorized to accept, investigate, resolve, or make findings
related to charges of employment discrimination.
- Employee Hire Action
- A hiring official’s final selection of a job applicant
for a specific position.
- Persons employed by the university on a full- or part-time
basis, including academic professionals, administrators, classified
staff, faculty, and service professionals.
- Equal Opportunity/Affirmative Action.
- Equal Employment Opportunity
- The assurance that all employment-related actions are based on
objective, nondiscriminatory criteria. State and federal laws and
regulations prohibit employment discrimination on the basis of
race, color, religion, national origin, citizenship, sex, age,
disability, Vietnam-era veteran status, or special disabled veteran
status. ASU policy also prohibits discrimination on the basis of
- Essential Function
- Fundamental or core job duties of a position, distinguished from marginal
- Exempt Employees
- Employees who are exempt from the Fair Labor Standards Act and
are not eligible to receive overtime pay or compensatory time for
hours worked in excess of 40 hours per week.
- Extraordinary Event
- Events that are sporadic (not annual, but typically one-time or
first-time events), regional, national, or international impact,
and require six or more months of advance preparation time.
Examples are: national athletic events; visiting international,
political, religious, or renowned figures; and theater
- Building or site owned, leased, used, or controlled by
- Full-time equivalency, based on a fiscal year of 2,080 work
- Full-Time Employee
- A regular employee appointed at 100 percent FTE and
expected to be employed for six months or more.
- Gender Identity
- An individual’s personal sense of masculinity or
femininity, including external characteristics and behaviors such
as dress, mannerisms, speech patterns, and social
- Grave Offense
- An offense that could result in injury or loss of life, limb,
or property, or impairment of university operations, or one of
willful, malicious, or serious disregard of university policies or
- Health Care Provider
- A doctor of medicine or osteopathy; podiatrist; dentist;
clinical psychologist; optometrist; nurse practitioner;
nurse-midwife; or clinical social worker, each of whom is licensed
and authorized to practice in the state and performing within the
scope of his or her practice as defined by state law; Christian
Science practitioner listed with First Church of Christ, Scientist,
in Boston, MA; to a limited extent, chiropractor; any health care
provider from whom an employer or group health plan will accept
certification of the existence of a serious health condition to
substantiate a claim for benefits; and a health care provider
listed above who practices in a country outside the United States
and who is licensed and practices under that country’s
- Hiring Official
- The individual who has authority to hire and terminate staff
within a department.
- Immediate Family
- Parent, parent-in-law, brother, sister, spouse, child,
grandparent, and any other person who is a member of the
employee’s established household.
- An intentional act toward another person(s) that results in
reasonable fear for his or her safety and/or the safety of others
in the workplace.
- Job Family
- A group of jobs having the same nature of work but requiring
different levels of skill, effort, responsibility, or working
- Key Decisions
- Actions involving initial appointment, hire, renewal of
appointment, retention, probationary review, annual and other
performance evaluations, evaluation for promotion, salary
determination, and merit or other salary adjustment.
- Laid-Off Employees
- Employees who have been notified of layoff or are in layoff
- Law Enforcement Officers
- Arizona Law Enforcement Office Advisory Council
(ALEOAC)– or Arizona Peace Officer Standards and Training Board (AZPOST)–certified personnel, including police officers, corporals,
sergeants, lieutenants, assistant chiefs of police,
the chief of police, and other sworn personnel.
- Layoff Effective Date
- The date following the compensated period of time known as the
layoff notice period.
- Layoff Notice Period
- The compensated period of time between notification of the
layoff and the layoff effective date.
- Layoff Period
- The uncompensated period of time during which a laid-off
employee has recall and reemployment rights as provided by
SPP 213, “Reduction in
- For the purposes of SPP 402–05, “Promotion” and SPP 403–08, “Salary Administration,” the university president, provost, vice president, associate vice president, or dean.
- Long-Term Temporary Employee
An employee who is in a position that is established to respond to a temporary increased workload due to additional short-term project or special initiative needs that will extend six months or more, but not to exceed two years.
If a classified staff employee works for 6 to 24 consecutive calendar months in a temporary, funded appointment, he or she will be regarded as regular classified staff for the duration of the appointment period. Exception: at the end of the appointment period, the employee will be terminated due to lack of work and/or funds, completion of work phase to which job duties pertain, or the needs of the university, rather than separated from employment through SPP 213, “Reduction in Force.”
- Major Life Activity
- Walking, sitting, standing, lifting, reaching, seeing, hearing,
speaking, breathing, learning, working, caring for one’s
self, and other similar activities.
- Manual Warrant/Paycheck
- A manually prepared warrant/paycheck not produced by the
- Market Adjustment
- A market adjustment is initiated as the result of a compensation study. Market adjustments occur when the assigned grade of the job is adjusted to a grade higher and the affected incumbent’s current salary falls below the minimum of the new grade.
- Market Rate
- An estimate of the wage rate that is prevailing in the external
labor market for a given job or occupation; the rate used to reference the closest midpoint of a salary grade in which to assign a job.
- The maximum value of a position (classification), which an employee’s pay should not exceed.
- A confidential process whereby the mediator acts as a neutral
party to assist disputing parties in resolving a complaint.
- Midpoint (Control Point)
- The middle of the pay grade calculated as (Minimum + Maximum)/2. Statistical average of the surveyed data of the prevailing rate in the external defined marketplace; targeted rate for a fully competent (able to perform all aspects of a job consistently and competently) employee.
- The lower limit of the pay grade as permitted by that classification; typically the rate at which an employee is paid who has acquired only the minimum qualifications.
- The required education, experience, and/or knowledge needed to
perform the essential functions of a position.
- A person classified as Hispanic, Black, Asian, Pacific
Islander, American Indian, or Alaska native.
- Wrongful uses of assets (e.g., fraud, embezzlement, and
conflict of interest decisions that result in financial
- Nonexempt Employees
- Employees who are not exempt under the Fair Labor Standards Act
and are eligible to receive overtime pay or compensatory time for
hours worked in excess of 40 hours per week.
- Non-Regular Employee
- An employee hired at 49 percent FTE or less (in a regular or temporary status) or for a duration of less than six months or on an as-needed basis (PRN) or as a seasonal employee. All non-regular employees are typically considered to be ineligible for benefits. However, employees in any classification other than Graduate or Student Worker, who have worked 20 hours or more per week for 20 weeks or more within a fiscal year, are eligible to participate in a retirement plan.
- Notice of Appointment
- The document by which an appointment is made each year and
which is signed by the president.
- Notice of Layoff
- The date the employee is first officially notified in writing
of the layoff.
- Office of Civil Rights, United States Department of Education,
the federal office authorized to accept, investigate, resolve, or
make findings related to complaints of unlawful discrimination in
programs receiving federal financial assistance.
- Office of Federal Contract Compliance Programs, the federal
office authorized to accept, investigate, resolve, or make findings
related to charges of employment discrimination based on disability
or Vietnam-era veteran status.
- Office of Equity and Inclusion
- The ASU Office of Equity and Inclusion, Office of Human Resources.
- Functions as a mediator between a grievant and respondent; a member or appointee of the Ombudspersons Committee.
- Overtime Pay
- Payment made to a nonexempt employee at a rate of one and one-half times the employee’s regular hourly rate of pay for every hour actually worked over 40 in a work week.
- Personnel Action Form.
- A natural parent, stepparent, adoptive parent, or surrogate
- Part-Time Employee
- Any employee who is appointed at less than 100 percent FTE.
In addition, an individual working 49 percent or less FTE in a classified staff position can be released from their appointment period at any time and will be terminated due to lack of work and/or funds, completion of work phase to which job duties pertain, or the needs of the university, rather than separated from employment through SPP 213, “Reduction in Force.”
- Pay Differential
- Additional compensation over and above the straight time rate
of pay for certain designated positions.
- Pay Grade
- A designation within a salary structure, linked through the midpoint (control point) to the external prevailing wage; all positions within an assigned grade have the same relative internal and external value.
- Pay Status
- Paid work and paid leave time as authorized by the
- Personal Data Form.
- Performance Increase
- A salary increase based on the assessment of work performance.
- Performance Standards
- Written statements describing how a job should be
- Permanent Disability
- A physical or mental impairment that substantially limits one
or more major life activities, a record of such impairment, or a
perception of such impairment. Examples of impairments: asthma,
tuberculosis, AIDS, cancer, angina, diabetes, hypertension,
stutter, anxiety disorders, bipolar disorder, dyslexia, blindness
or vision impairment, deafness or hearing impairments, and
- A job, occupied or vacant, involving a combination of duties
and responsibilities requiring the services of one employee.
- Position Abandonment
- A position will be considered abandoned when an employee has
not reported for work for three or more consecutive working days
and is not on an approved leave.
- The president of the university or the president’s
designated representative, and the administrative director of the
- PRN (Pro Re Nata or “as-needed”) Employee
- An employee who works on an as needed basis (PRN) due to an unexpected staffing shortage to meet workload.
In addition, an individual working PRN in a classified staff position can be released from their appointment period at any time and will be terminated due to lack of work and/or funds, completion of work phase to which job duties pertain, or the needs of the university, rather than separated from employment through SPP 213, “Reduction in Force.”
- Probationary Employee
- Regular classified employees who are in their probationary period, except employees assigned to law enforcement officer, dispatch, or police aide
positions in the ASU Police Department, who are
probationary employees for a 12-month period from the date of hire or appointment by ASU PD regardless of whether a probationary period has been completed in another ASU position.
- Initial Probationary Period
- The length of the initial probationary period is six months from the date of hire, rehire, transfer from within the tri-university system, change in employment category, and when a service professional or administrative employee changes category to classified staff. Upon completion of the initial probationary period, an employee will not be required to serve another probationary period if he or she has received an internal promotion, transfer, or salary adjustment. However, if a probationary employee accepts a transfer, promotion, or voluntary reassignment prior to completion of his or her initial probation, time spent in the former position will not count toward completion of the initial probationary period in the new position and a new six-month initial probationary period will begin. The probationary period for employees assigned to law enforcement officer, dispatch, or police aide positions in the ASU Police Department is one year rather than six months.
- Competitive Promotion/Transfer Probationary Period
- If an employee is promoted/transferred through a competitive process, including a position obtained through re-employment as outlined in SPP 213, “Reduction in Force,” or focused recruitment into a regular classified position, the employee will serve a six-month probationary period beginning the effective date of the promotion/transfer. The probationary period for employees assigned to law enforcement officer, dispatch, or police aide positions in the ASU Police Department is one year rather than six months.
- Procedural Review Board
- Representatives of the Office of Equity and Inclusion, Office of Human Resources; the Office of the
General Counsel; the Office of Human Resources; and the campus University Staff
Council, who review the analysis form and reduction plan prior to
implementation of layoff and notice to affected classified employees.
- The action of advancing to a higher grade and where funds have been identified for salary adjustment purposes. Typically, a promotion occurs when an individual’s demonstrated performance, contributions, and competencies are recognized by assuming the role and associated responsibilities of a job classification in a grade higher than the one currently occupied, which may or may not be within the incumbent’s current job family. A change from classified to service professional or from service professional to an administrative job may be considered a promotion due to an organizational change or significant change in the scope (duties and responsibilities) of the job classification.
A promotion can be competitive (based on an opening filled through a candidate selection process) or noncompetitive (an employee’s current job classification is changed to reflect a significant change in the scope (duties and responsibilities) and higher grade, which is a result of an organizational need or to recognize the increased skills and competencies consistently demonstrated by the employee.
- Qualified Individual
- Individual with a disability who with or without reasonable
accommodation can perform essential job functions at ASU or receive
services or benefits from ASU.
- Reasonable Accommodation
- Change or modification that enables an individual with a
disability to enjoy equal opportunity and/or access. Examples: job
restructure; flexible work schedule; reassignment to vacant
position; reassignment to accessible facility; delivery of service
to accessible site; provision or modification of equipment or
devices; adjustment or modification of standards, qualifications,
criteria, tests, training materials or policies, provided
fundamental alteration will not result from the modification;
provision of qualified readers or interpreters; reallocation of
nonessential (marginal) job functions; unpaid leave.
- Reassignment (Career Change)
- The movement of an employee from one classification to another
classification at a lower market grade.
- Recall Right
- The right of a laid-off employee to return to the position held
at the time of layoff.
- Recall/Reemployment Period
- The six-month period commencing on the layoff effective date
during which time an affected employee has recall or reemployment
rights as provided by this policy.
- A change in title/classification without a salary change to recognize a change in the described duties and responsibilities.
- Record of Impairment
- A prior physical or mental disorder that no longer exists or
qualifies as a disability, but is still classified as a disability.
Examples: mistaken classification as “mentally
retarded” or “learning disabled.”
- Receiving compensation at or above the maximum of the pay
- Reduction in Force
- The elimination of positions and layoff or severance of
employment due to reorganization or budget constraints.
- Reemployment Right
- The right of an affected regular employee to receive priority
consideration during the layoff notice period and layoff period for
comparable vacant positions within the university that have not yet
been posted and for which the employee is qualified.
- Regarded as Having
- An individual who has physical or mental impairment that does
not substantially limit a major life activity but who is treated as
though it does. Examples: individuals with controlled high blood
pressure, prior heart ailments, presumptive HIV risk, or
- Movement of a classification from one pay grade level to
another to align the classification’s assigned pay grade with
the market rate for that job.
- Regular Employee
- An employee who is hired at 50 percent or more FTE and is expected to be employed for six months or more. A regular employee is eligible to receive employee benefits offered by ASU and must enroll in the Arizona State Retirement Plan or, if eligible, the Optional Retirement Plan. Note: This definition does not apply to employees in a regular status at 49 percent FTE or less. See Non-Regular Employee for additional information.
- The reemployment of a former ASU employee within 12 months of
his or her termination. Rehired employees are eligible for
reinstatement of certain benefits.
- Reemployment by the university resulting from an administrative
or legal decision.
- Includes spouses, children, grandchildren, parents,
grandparents, brothers, sisters (including half-brothers and half-sisters), brothers-in-law, sisters-in-law, mothers-in-law,
fathers-in-law, daughters-in-law, and sons-in-law of an employee.
(A substantial interest of a relative is considered to be that of
- Retired Employee
- An employee who has completed at least five years of
continuous, full-time employment in the Arizona university system
immediately preceding retirement, who is receiving a retirement
annuity under an Arizona university-sponsored retirement program,
who is at least 50 years old (41, if Public Safety Personnel
Retirement System [PSPRS] employee), and whose employment has not
been terminated for cause by the university.
- Retirement-Eligible Employee
- Regular or long-term temporary employee, in any classification other than graduate or student worker, who is hired to work .5 FTE or greater for an anticipated duration of 20 weeks or longer is eligible to enroll in a retirement plan on the date of hire.
Eligibility for retirement plan participation for short-term temporary, seasonal, or PRN employees, in any classification other than graduate or student worker, occurs after the employee works 20 hours or more per week for 20 weeks or more within a fiscal year.
- Salary Adjustment
- An adjustment of an individual employee’s salary within
his or her current classification subject to availability of
- Salary Structure
- A systematic grouping of positions within grades (or bands) typically in organizational (hierarchical) order with associated dollar values represented by a minimum, midpoint (control point), and maximum.
- Search Committee
- Group of two or more persons, including at least one
affirmative action representative, appointed by the hiring official
to review applications, interview candidates, conduct reference
checks, and/or recommend candidates for hire.
- Seasonal Employee
- An employee working in a position that recurs during high or peak work volume needs typically associated with an established work schedule (can be either full or part-time). Assignment will be of a short duration not to exceed 5 consecutive months, and occurs during the same time periods from year to year (e.g., football season or peak time during semester registration).
In addition, an individual working seasonally in a classified staff position can be released from their appointment period at any time and will be terminated due to lack of work and/or funds, completion of work phase to which job duties pertain, or the needs of the university, rather than separated from employment through SPP 213, “Reduction in Force.”
- Service Professionals
- Nonclassified employees with a direct role in service who
require professional and intellectual freedom and who report to a
vice president or person below the level of vice president,
including those in student services, technical services, student
health services, and public service. Service professional does not
include academic professionals defined as nonclassified employees
involved with research or teaching programs who require
professional and intellectual freedom and who report to a person
below the level of vice president, including librarians,
cooperative extensionists, and researchers (see the Academic
Affairs Policies and Procedures Manual— ACD 503, “Conditions
of Professional Service”).
- Short-Term Temporary Employee
- An employee in a position established to respond to a temporary increased workload, not to exceed six months in duration.
- The carrying or using of lighted pipes, cigars, cigarettes, or
tobacco in any form.
- Special Disabled
- A person entitled to disability compensation under laws
administered by the Veteran’s Administration for disability
rated at 30 percent or more, or a person whose discharge or release
from active duty was for a disability incurred or aggravated in the
line of duty.
- Specific Event
- Events that occur on a regular schedule that are not sporadic
(annual events), have regional, national, or international impact,
and require less than six months of preparation time. Examples are:
Fiesta Bowl, ASU football games, Arizona Cardinals football games,
Gammage and Sundome performances.
- Sponsored or Grant Funded
- A position that is defined by the terms and conditions at time
- Staff Member
- An individual who is appointed to a classified, service
professional, or administrative staff position at ASU (see
- Straight Time Rate
- An employee’s hourly pay rate determined by dividing the
fiscal pay rate (not including differential pay) by 2,080.
- Supervising Administrator
- The administrator who is involved in the day-to-day assignments
of staff in the department or unit in which the supervising
administrator is employed, e.g., department chair, academic unit
coordinator, department director, center head, or director. A dean,
director, or vice president may be a supervising administrator if
one of his or her relatives is employed in the same department or
unit in which he or she is employed. A supervising administrator
may participate in the day-to-day assignments of a relative in his
or her department or unit but may not participate in the key
decisions involving his or her relative in the unit.
- A person responsible for directing the work of
- Temporary Disability
- A physical or mental disability that can reasonably be expected
to resolve itself, allowing an employee to return to full duty
- The discontinuation of university employment due to
resignation, retirement, voluntary termination, involuntary
termination for cause, abandonment of position, or death. Laid-off
staff are not considered terminated employees until the expiration
of a layoff period.
- Taking and removing personal property with intent to deprive
the rightful owner of it (e.g., removal of university property by a
university employee that was not entrusted to that employee as part
of his or her official responsibilities).
- Threat of Violence
- Any behavior that by its very nature could be interpreted by a
reasonable person as an intent to cause physical harm to another
person or damage to the property of another.
- The movement of an employee within or between departments or
campuses within the same classification and/or grade.
A transfer can be competitive (based on an opening filled through a candidate selection process) or noncompetitive.
A lateral transfer results when an employee moves from one job to another job without a change in salary grade or job classification.
- The condition of having fewer women and/or minorities in a
particular job group than would reasonably be expected given their
availability within the work force.
- Undue Hardship
- Accommodation that would be unduly costly, substantial, or
disruptive, or that would fundamentally alter the nature or
operation of a university department, program, service, or
- Committees listed in the ASU Roster of Boards, Committees and
Councils and other committees such as task forces, steering
committees, and selection committees appointed by a university
- Valid Driver’s License
- Valid driver’s license specific to an employee’s work location.
- Vice President
- An ASU campus provost, vice president, vice provost, or
- Vietnam-Era Veteran
- Person who served on active duty for a period of more than 180
days, any part of which occurred between August 5, 1964, and May 7,
1975, and was discharged or released therefrom with other than a
dishonorable discharge, or who was discharged or released from
active duty for a service-connected disability if any part of such
active duty was performed between August 5, 1964, and May 7, 1975,
and who was discharged or released within 48 months preceding an
alleged violation of the Vietnam Era Veterans’ Readjustment
- Person who performs work for the university for no pay or
- All property owned, leased, used, or controlled by ASU where
university work is performed.
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