University of Minnesota
Office of Human Resources

XIV. Recruitment and Employment

Section 1. Request to Establish Position to Fill Vacancy.

When a new position or a vacancy in an old position is to be filled, the department head shall submit a personnel requisition to the Office of Human Resources. Upon receipt of the requisition, the classification shall be reviewed and either approved as the requested classification or reclassified after consultation with the hiring authority before posting.

Section 2. Announcement of Employment Opportunities.

Announcements of all local vacancies shall be publicly posted on the official bulletin boards of the Office of Human Resources at all campuses and experiment stations.

A minimum of five work days (excluding holidays and weekends) shall elapse between the initial posting of an announcement concerning a vacancy in a continuing or temporary position and the date of hire by a department head, except when a laid-off or injured worker is re-employed.

Section 3. Hiring and Certification.

Applicants who have been certified as meeting the qualifications of a vacancy shall be given consideration for employment in the following order:

  1. Former employees whose names appear on the layoff list, according to the provisions of this agreement.
  2. Employees who have been injured on the job and are unable to return to their former jobs because of the injuries, in accordance with this agreement.
  3. Other applicants.

The order and preference may be changed under special circumstances by the University Equal Opportunity Officer in accordance with affirmative action policies of the Board of Regents.

Section 4. Nepotism.

Relatives may work for the University provided that there will be no immediate supervisory relationships. Relatives include: (1) by blood or adoptive relationship: parents, grandparents, children, grandchildren, brothers, sisters; or 2) by marriage relationship: husbands, wives, brothers-or sisters-in-law, fathers-or mothers-in-law, sons, or daughters-in-law, stepparents, stepchildren.

Any employee who has passed an initial probationary period and who is required to resign from a position in order to comply with this section shall have rights to the layoff list as though the employee had been laid off. Any employee still serving a probationary period shall be discharged from the position if necessary to comply with this section.

Section 5. Employment Procedure and Files.

Applications for all employees shall be made on the appropriate forms and in such manner as prescribed by the Director and, upon submission to the Office of Human Resources, become the property of the Board of Regents of the University of Minnesota.

The only official personnel file for each employee is the one maintained by the Office of Human Resources except that official personnel files are maintained on the four coordinate campuses. Employees shall have a right to see their own personnel files upon request, in the Office of Human Resources in the presence of an appropriate Office of Human Resources staff member.

The University policy concerning file access conforms to applicable State and Federal laws. Contact the Office of Human Resources for a copy of the current policy.

Employees have the right to include or update information in their files that may be pertinent to their performance of job duties.

Section 6. Types of Appointment.

No appointment shall be authorized by a department head or immediate supervisor without period certification by the Office of Human Resources that the candidate is qualified. All appointments shall be subject to the ratification of the Director and the Equal Opportunity and Affirmative Action Office.

Continuing appointments shall be made to any position in which the assigned work time is at least 50 percent of full time and of a continuing nature and when the employee has successfully completed the probationary period for the class of work.

Temporary appointments may be made to any position and must have a beginning and ending date. Employees on a temporary appointment, which may be part-time or full-time, shall not serve a probationary period and shall not have the same rights that accrue to an employee on a continuing appointment.