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New employees of Auburn University are on probation for a 90-day period. The probationary period serves two purposes: 

  • New employees can evaluate their job, unit, supervisor and colleagues and decide whether to remain in University employment. 
  • Supervisors can evaluate the employee's performance and decide whether to retain them as a regular employee, extend their probationary status or terminate their employment. 

The probationary period can be extended only once up to a maximum of 90 days. Employees with questions about their job or performance should seek assistance from their supervisor. 

Additional information (Section 2.8)

Auburn University recognizes its legal and moral obligation to provide an environment in which an opportunity for employment is available to all qualified individuals without discrimination on the basis of race, color, sex (which includes sexual orientation, gender identity, and gender expression), age, religion, national origin, disability, and protected veteran status. The University affirms its commitment to this principle and to an affirmative action program which not only will establish and sustain the criteria of equal opportunity for employment, but which will also detect and eliminate any elements of discrimination in employment which may exist within the institution. 

The University also commits itself to maintaining on a nondiscriminatory basis the conditions for continuing employment and for individual advancement within the job structure of the University. 

Any employee or group of employees has the right, without discrimination or retaliation, to discuss with their supervisor(s) and/or the Executive Director, Campus Relations and/or the Executive Director of Affirmative Action, the terms of their employment or working conditions. 

 

Additional information

Employment is subject to a variety of terms and conditions as identified by university needs and generally accepted personnel management practices. Once an employee has successfully completed the probationary period, they are considered a regular employee and subject to a limited term or continuing term appointment. 

University Staff employees are paid biweekly and are classified as "non-exempt" under the provisions of the Fair Labor Standards Act. 

Employees hired for a specific period of time (generally governed by the duration of a project, contract, or grant) are on a limited term appointment. The duration of term will be specified at time of employment. 

Employees hired for an unspecified time are on a continuing term appointment. These individuals are still subject to the availability of funds, rules of performance, and the business needs of the university. 

Employees with a normal scheduled work week for less than 40 hours are considered to be part-time. Employees with a normal scheduled work week of 40 hours or more are considered to be full-time. 

An employee's permanent and official personnel file is maintained only in University Human Resources (UHR).

This file represents a historical employment record. The information in this file will be kept confidential and only released when the employee has given written permission. However, UHR will disclose employee records to comply with lawfully issued subpoenas, judicial orders, and appropriate and legitimate requests from university administrators. Exceptions to the confidentiality policy involve: 

  • Verification of employment for benefits purposes 

  • Request from governmental agencies as to the employee's work status or pay