FAQs for employees regarding hiring freeze
How long is the hiring freeze going to continue?
We do not know how long the freeze will last. We may experience further budget cuts to the CSU at mid-year. As such, the hiring freeze is not expected to be lifted any time soon.
Are faculty positions frozen?
Yes. Any exceptions will require a written justification and are to be approved by the Provost and Vice President for Academic Affairs. It is anticipated that the total number of faculty searches will be significantly reduced.
What about the permanent Management/Staff positions into which we are currently recruiting?
All permanent positions in e-Recruit have been cancelled in the system unless you have been notified by someone in one of the Vice Presidents' or Athletic Director's offices (i.e., the Provost, Administration, Advancement, Student Affairs) that your position can continue through the recruitment process. HR has developed a specific letter notifying the applicants through an e-mail that Fresno State has initiated a hiring freeze and that the position to which they applied has been cancelled. A notice has also been posted on http://jobs.fresnostate.edu advising of the hiring freeze.
How can I hire a permanent employee during the hiring freeze?
Any recruiting into a vacant permanent position must first receive approval via the appropriate VP. The VPs are responsible for forwarding requests for an exception to the freeze to President Welty. It is recommended that you initiate requests for exceptions through a memo format noting the reasons you believe justify an exception to the freeze. President Welty has indicated that approval of these requests will be very rare.
How can I hire a temporary employee during the hiring freeze?
Any recruiting into a temporary position must first receive approval via the appropriate VP. The VPs are responsible for forwarding requests for an exception to the freeze to President Welty. It is recommended that you initiate requests for exceptions through a memo format noting the reasons you believe justify an exception to the freeze. President Welty has indicated that approval of these requests will be very rare.
I have a temporary, benefitted employee in a vacant position for which I was recruiting. Can I extend the temporary appointment since the recruitment for the position has been cancelled?
No. Temporaries not paid on an hourly basis can only be retained through the "end date" of their current appointment. Requests to extend a temporary beyond the end date in PeopleSoft must be forwarded to the appropriate VP. It is recommended that you initiate requests for exceptions through a memo format noting the reasons you believe an exception is warranted. VPs are responsible for forwarding such requests to President Welty for approval. Again, President Welty has indicated that exceptions to continue a temporary appointment beyond their current end date will be very rare.
Can I still hire intermittent, hourly employees?
Yes, with advance written approval from the appropriate VP. All intermittent employees must be hired appropriately per the collective bargaining agreement based on the classification being hired.
Can I extend my intermittent, hourly employees?
Yes, but only with advance written approval from the appropriate VP. All intermittent employees must be re-hired appropriately per the collective bargaining agreement based on the classification being hired. Intermittent hourly employees include casual workers, interpreters, rehired annuitants, and emergency hires of a very limited duration (up to 60 days for Unit 4 or up to 180 days for Units 2, 5, 7 & 9 per their respective collective bargaining agreements).
Can I still hire student workers?
Yes, with advance written approval from the appropriate VP. Student workers cannot be hired to do the work of a collective bargaining agreement protected position. Because there is no way to monitor the hiring of student workers, on a monthly basis the Payroll Manager will provide each VP with a list of newly hired student workers to ensure appropriate approval has been received.
Can I extend my student workers?
Yes, with advance written approval from the appropriate VP.
What is the process to release non-federally aided student workers early?
If you have decided to reduce your budget through releasing student workers in your department, you may wish to consider providing them with a two-week written notice as a courtesy although there is no specific requirement to do so. Because there may be other employment opportunities available, you may direct the released student to visit the Career Services website: www.bulldogjobs.com for potential openings elsewhere on-campus or off-campus.
What is the process to release federally aided student workers?
If you wish to release federally aided student workers, it is recommended that you first contact Lisa McReynolds in the Financial Aid Office. She is responsible for the Work Study Program and will be able to assist you. Her direct phone line is 278-6566.
Why am I able to hire student workers and intermittent, hourly employees, but not temporaries?
Student workers and intermittent, hourly employees do not receive benefits and are generally hired for a much shorter duration. Therefore, they have much less impact on the budget.
Does the hiring freeze impact positions funded through grants, contracts or auxiliary funding?
Yes. Positions funded through grants, contracts or auxiliary corporation funding will receive the same level of scrutiny in terms of business necessity.
Are positions frozen if paid through trust funds or Comprehensive Campaign funds?
Yes. Hiring into these positions has been suspended.
Can staff still request re-classifications or in-range progressions?
Yes. Fresno State will continue to abide by the collective bargaining agreements. In the case of re-classifications or in-range progressions, it is the responsibility of the appropriate manager and/or the VP to determine if funds are available to cover the additional expense. If funds are not available for a re-classification of a position, the manager will be required to re-assign the work that resulted in the upgrade and/or promotion to other higher classified employees in the work unit.
