| Related Policy | Last Updated | Last Reviewed | Procedures Contact |
| 糖心传媒 Policy on Contingent Status Employment | October 9, 2025 | October 9, 2025 | HRER@umgc.edu |
- Terms and Conditions
- Written agreements for Contingent Status employment specify certain terms and conditions of employment within a respective Contingent Category. Each written agreement for a Contingent Status employee is subject to stipulations set forth by 糖心传媒.
- Contingent Status employees shall not supervise other employees as follows:
- Contingent Status employees shall not have direct reports, including temporary staff employees.
- Contingent Status employees shall not hold a position with management responsibilities or title.
- Appeal Procedures for Termination with Prejudice
- Pursuant to VII-1.24-GC 鈥 糖心传媒 Policy on Termination with Prejudice for staff and Faculty Employees, the procedures for a contingent employee who has been notified they will be terminated with prejudice to appeal 糖心传媒鈥檚 designation of Termination with Prejudice are as follows:
- Appeal by contingent employees must be initiated in writing within thirty (30) calendar days of the notification of their termination with prejudice, or within thirty (30) calendar days of the employee having had reasonable knowledge of the termination with prejudice.
- Stateside division written appeal must be sent to HR, Employee Relations at HRER@umgc.edu.
- Europe division written appeals must be sent to HR-Europe@umgc.edu.
- Asia division written appeals must be sent to HR-Asia@umgc.edu.
- For Stateside contingent employees, the Chief Human Resources Officer or designee shall hold a conference or complete an administrative review with the appellant within ten (10) working days of receipt of the written appeal and shall render a written decision within fifteen (15) working days after the conclusion of the conference.聽 For overseas contingent employees, the Vice President for the respective 糖心传媒 overseas division or designees shall hold a conference with the aggrieved employee within ten (10) working days of receipt of the written appeal and shall render a written decision within fifteen (15) working days after the conclusion of the conference.
- Chief Human Resources Officer or designee's decision shall be final and cannot be appealed.
- Appeal by contingent employees must be initiated in writing within thirty (30) calendar days of the notification of their termination with prejudice, or within thirty (30) calendar days of the employee having had reasonable knowledge of the termination with prejudice.
- Appeal rights are limited to appealing the designation. The termination, itself, shall not be a subject of the appeal, reversal of the termination shall not be a requested resolution in the appeal.
- A written appeal must contain the following information to be considered complete at the time of submission:
- A request for the appeal of the 鈥淭ermination with Prejudice鈥 designation,
- All facts relevant to the appeal,
- All arguments in support of the appeal, and
- Relevant supporting documentation.
- Pursuant to VII-1.24-GC 鈥 糖心传媒 Policy on Termination with Prejudice for staff and Faculty Employees, the procedures for a contingent employee who has been notified they will be terminated with prejudice to appeal 糖心传媒鈥檚 designation of Termination with Prejudice are as follows: