Rule Administrator: AVP Human Resource Services

PART 1: RULE PERMITTING SUPPLEMENTAL COMPENSATION Supplemental compensation may be paid to faculty and staff acting in the capacity of a professional/faculty employee for an additional assignment performed during normal university working hours, providing that assignment is (1) clearly outside the scope of that person’s regular teaching, research and service responsibilities; and (2) does not…
Continue reading “7.53 – Additional Compensation for Supplemental NMSU Employment” »

The university reserves the right to transfer or assign employees throughout the university as workloads and administrative judgment deem necessary.   PART 1: STAFF TRANSFERS Two appointing authorities may laterally transfer, voluntarily or involuntarily, a nonexempt employee from a position in a classification and grade to another position in the same grade within a major…
Continue reading “7.60 – Transfers” »

PART 1: PURPOSE  This rule provides procedural guidance relating to the planning and processing required to effectuate involuntary transfers, layoffs and recalls as a result of the need for a reduction in force, reorganization or job elimination. PART 2: INSTRUCTION & GENERAL (I&G) FUNDED POSITIONS Transfer, recall, and termination policy for employees (below the rank…
Continue reading “7.65 – Reductions in Force” »

When an individual leaves employment with the university, a number of details must be attended to, both by the employee and the employing department.  Employees separating from the university should make arrangements to return all university property in their possession and settle any accounts with the university prior to their separation.  Property should be returned…
Continue reading “7.70 – Separation from NMSU Service” »

PART 1: NOTICE REQUIRED FOR RESIGNATION FROM THE UNIVERSITY A nonexempt employee who desires to separate from university employment should submit a signed resignation statement to the appointing authority two (2) weeks prior to the intended resignation date. Exempt employees should give thirty (30) days written notice prior to termination. If the employee resigns by…
Continue reading “7.71 – Resignation- Notice Required; Impact on Benefits” »

PART 1: PURPOSE This rule protects NMSU from rehiring or contracting with former employees who separated from NMSU due to improper or incompetent conduct detrimental to the mission and interests of the university, or while under scrutiny due to allegations of such conduct.   PART 2: INELIGIBLITY DESIGNATION An individual who voluntarily or involuntarily separates…
Continue reading “7.75 – Ineligibility for Rehire Designation” »

All benefit eligible employees are encouraged to either attend a New Employee Orientation group session or review the orientation information and handouts on the NMSU benefits web site within 31 days of employment. It is the employing department’s responsibility to provide employees with benefits enrollment information within their first 31 days of eligible employment, and to…
Continue reading “8.01 – New Employee Orientation” »

PART 1: PERMANENT ID CARDS Regular and term employees are issued a permanent identification card.   PART 2: TEMPORARY ID CARDS Non-regular temporary employees will be issued temporary identification cards. Other persons eligible for identification cards include campus ministers (and associated persons) and affiliated faculty/staff.   PART 3: ISSUANCE PROCEDURES Employees may have their pictures…
Continue reading “8.02 – Identification Card Issuance Procedures” »

PART 1: PURPOSE To ensure equal employment and educational opportunities to all employees at New Mexico State University; to provide HR benefits to Qualified Domestic Partners.   PART 2. DEFINITIONS Qualified Domestic Partner: A Qualified Domestic Partner is each member of qualified domestic partnership, defined as two individuals who live together in an exclusive relationship…
Continue reading “8.03 – Domestic Partner Eligibility for Benefits” »

The President is authorized to develop and implement alternative leave, holiday, compensation, and insurance programs for groups of employees whose salaries are funded from external sources.