Employment Policies


1.Regular Full-time employees
— Benefits Eligible
These employees work 40 hours per week.
2.Regular Part-time employees – Benefits EligibleThese employees work 20 hours or more per week but less than 40 hours.
3.Regular Part-time employees – Non-Benefits EligibleThese employees work less than 20 hours per week.
4.Temporary employees (limited to no more than 27 hours per week)
— Non-Benefits Eligible
These employees are hired to fill a position for a short term (less than 4 1/2 months).  Part-time work while in student status is not classified as temporary employee.


90-Day Performance Review Period – All new non-faculty, non-contractual employees are subject to a 90-Day Performance Review Period (based on calendar days).  The performance review period is an opportunity for the department head to observe the employee’s performance, strengths, weaknesses, failures, adjustments, and other work habits.

An employee who does not meet the specific standards may be terminated or the employee may elect to terminate with the University without the usual notice and without cause.  The 90-Day Performance Review Period can be extended up to 180 days at the department head’s request. 

All University policies and conditions of employment, except the grievance procedure, apply during the 90-Day Performance Review Period.

It is the responsibility of the department head to complete the 90-Day Performance Review Form and forward the completed and signed copies to the Office of Human Resources.

Successful completion of the 90-Day Performance Review Period, as determined by the department head, does not alter the “at will” employment policy of the University and does not create contractual rights.


– (Added 04/04/13)

All University employees, with the exception of student employees and seasonal or temporary employees, will be evaluated annually in the spring prior to June 30.  There are specific MUW Policy Statements concerning faculty and administrator evaluations.  The performance evaluation is an opportunity for the department head to document the employee’s performance, strengths, weaknesses, failures, adjustments, and other work habits.  Performance appraisals serve as an important component in matters concerning the overall employee development and job performance.


The University and its employees are subject to the provisions of state law and IHL policy dealing with nepotism.  No individual shall be employed in a department or unit under the supervision of a relative who has or may have a direct effect on the individual’s progress, performance or welfare.  For the purpose of this policy, relatives are defined as husbands, wives, parents and children, brothers, sisters, and any in-laws of the foregoing within the third degree.


Minors, other than MUW students, who have reached their sixteenth birthday may be employed by the University upon the recommendation of the Office of Human Resources and approval by the President’s Cabinet member.


The University has a transfer and promotion policy to give employees, on the basis of their skills, education and experience, the opportunity to advance to more responsible positions.  Therefore, when a vacancy occurs, it is filled by qualified applicants from within the University when possible.  This allows the development of careers within the University and enables the University to retain trained, experienced and loyal employees.