Section 4 - Employment Practices


SCOPE: STAFF Issued: 4/1/00

Revised: 1/01/07

1. Policy: Lamar University maintains a policy that requires promotions, transfers and demotions of individuals in staff positions be based on qualifications, performance, and suitability of the employee without regard to race, color, religion, sex, sexual orientation, gender identity and expression, national origin, age, disability, or veteran status, and in keeping with Federal and State employment laws and regulations and the regulations of the University. It is the policy of the University to fill staff positions with the best qualified and best suited candidate either by promoting, transferring or demoting an employee or by hiring from outside the University.

2. Definition of Terms:

2.1 Promotion: Refers to movement of an employee from a position in one class (title) to another class having more complex duties and/or responsibilities and salary with a higher minimum and maximum.

2.2 Transfer: Refers to the lateral change of an employee from one position to another position in another department or a different work unit within the same department. A transfer involves no substantial change of duties, responsibilities, salary, or qualifications.

2.3 Demotion: Refers to the movement of an employee from a position in one class (title) to another class having less complex duties and/or responsibilities and a salary range with a lower minimum and maximum.

3. Promotions and Transfers: A department official may promote or transfer a qualified staff member in his/her department. All qualified staff members of the department must be made aware of the vacant position and be given consideration if they indicate an interest. Human Resources will determine posting and other requirements before a commitment to transfer or promote any individual is made.

4. Demotions: A department official may demote or reassign a staff member to a position where he/she will be able to meet performance requirements, to apply disciplinary action for misconduct, or for other reasons. Such a demotion shall be followed by disciplinary procedures. A staff member may request a demotion to start training in another occupation, to continue employment when a layoff is imminent, or for other reasons.

5. Promotion and Transfer Opportunities Program:

5.1 The purpose of the Promotion and Transfer Opportunities Program is to enhance the career advancement opportunities of staff members by providing each staff member the opportunity to apply and receive consideration for promotion or transfer.

A notice of all jobs available (Employment Opportunities Bulletin) will be posted weekly on the Human Resource web site and in selected departments. A staff member who wishes to apply for one of these vacant positions must do so by submitting an application to Human Resources.

5.2 All staff position vacancies must be listed with Human Resources as outlined in the Staff Employment Policy.

5.3 Staff members may make application and be considered for a promotion or transfer if they: meet the minimum qualifications for the job; have been employed in his/her current position for a minimum period of six (6) consecutive months; and have a satisfactory record of performance.

The six (6) month requirement may be waived if the position for which the staff member wishes to apply is within the same department and the department head approves the request. If the position for which the staff member wishes to apply is outside the department, the staff member must secure written permission from both the current first-line supervisor and the current department head in order to proceed with the promotion or transfer request, and such written permission must be sent to Human Resources. Once a position is accepted by an applicant all previous applications shall be null and void.

5.4 A staff member’s expressed interest in a position will not jeopardize his/her current position or future opportunities.

5.5 A staff member must have the approval of his/her present supervisor if he/she schedules appointments, interviews, etc., during regular work hours. Such scheduling should be at a time when it will cause the least disruption of work in his/her present position and may be limited to a reasonable number of interviews by his/her supervisor. A supervisor may not limit the number of interviews scheduled outside of the regular work schedule of the staff member.

5.6 The effective date of a promotion or transfer will be determined jointly by the two departments involved. Normal notice is two (2) weeks.

6. Pay Rate Adjustment Upon Promotion, Transfer, or Demotion (SEE POLICY 3.5, section 3 for complete salary policies):

6.1 Promotion: When a staff member is promoted to a position of increased responsibility or complexity of duties requiring a change of title and having a higher salary range, he/she will be eligible to receive a salary adjustment either to the minimum level of the salary range of the new position as defined in Policy 3.5, Section 1.1 or to a salary level which is no more than 5% above the current salary.

6.2 Transfer: There shall be no change in salary in a lateral transfer.

6.3 Demotion: The salary must be adjusted to reflect a reduction in responsibilities and job duties. This salary must be reviewed with the Associate Vice President for Human Resources and the appropriate Vice President.