Hire An Employee

Before any employee starts work on a grant, trust, or any SPF related project they must complete hiring paperwork electronically through KRONOS. Each time a new project number is issued, a new appointment form must be submitted in KRONOS for employees to work on that project. For new employees, hiring paperwork should be initiated by the Principal Investigator (PI) or delegated Timekeeper at least 2 weeks prior to submitting your first timesheet in KRONOS. 

It is important to remember that PI's must also hire themselves to all projects that they work on/charge time to.

Any changes to you or your employee’s appointment (including increases in hourly rates, changes to time base, new category, etc...) will also be submitted electronically through KRONOS. Changes may be submitted by the PI or Timekeeper at any point in the month except during monthly 'Blackout Dates.'

The Blackout Dates referenced in the Payroll Schedule indicate short time frames where new hiring and/or changes to existing employees will be put on hold. This will always occur 2-3 business days after the Timesheet due dates. This is to ensure our staff has adequate time to process your requested changes, and update the employees’ information in KRONOS for accurate payroll processing. Any HR Actions submitted in KRONOS during these dates will be placed on hold until after that short period, to be processed in the following payroll cycle.



Background Checks for SPF Employees

SPF is committed to reasonably protecting all people who are employees, students, volunteers and guests. SPF will conduct background checks of all paid individuals and volunteers who voluntarily transfer or are hired into sensitive positions as defined here. If you need to request a background check, please submit a Pre-Appointment Request Form to hsuf@humboldt.edu prior to extending an offer of employment.

Trainings for SPF Employees

Every person working for SPF, whether staff, faculty, or student employee, is required to take a basic set of courses that are assigned based on their job position. For the most part, these courses have to be taken within the first 30 to 60 days of employment. Other courses are assigned by supervisors based on the job requirements. These may be required to be taken in the first week of employment. Most of the courses have to be retaken every year or every two or four years.  A few of them have to be taken only once.

Visit https://training.humboldt.edu/content/required-training to view a list of the basic required courses, frequency, a link to the course's page, and more details. This list is for reference only and you may be required to take courses not listed here. Your specific courses will appear in the "Assigned Learning" section of CSU Learn.

Health Insurance Marketplace & the Affordable Care Act (ACA)

One of the provisions of the Affordable Care Act (ACA) required employers to distribute an information notice to all employees, which we sent out in January 2014. Covered California is targeted to individuals who are not eligible or do not have access to health insurance benefits. ACA officially goes into effect on January 1, 2015. It’s important for PI’s to know how ACA affects their budgeting of personnel costs as well as hiring of new employees. SPF’s current benefits policy is consistent with the ACA’s requirements (see the SPF Personnel Manual for more details).

If you are a current supervisor and would like to schedule a meeting to discuss how this applies to specific employees, please contact our office at (707) 826-4189. 

Non-Discrimination Policy

Sponsored Programs Foundation is committed to maintaining an environment free from unlawful discrimination. To fulfill this commitment, SPF will work to prevent unlawful discrimination from occurring and will ensure that SPF policies prohibiting discrimination are fully enforced.

It is the policy of SPF to prohibit unlawful discrimination against any employee or applicant for employment. Unlawful discrimination includes, but may not necessarily be limited to race, color, gender identity/expression, gender characteristics, religion, age, sexual orientation, marital status, pregnancy, disability, medical condition, veteran status or national or ethnic origin.  No employee of SPF shall be excluded from participation in, be denied the benefits of or be otherwise subjected to unlawful discrimination, including discriminatory harassment, under any program of SPF.

Discrimination Complaint Process

Anyone who believes his or her rights have been abridged is encouraged to report such acts as soon as possible after an incident.  It is important to recognize that delay in taking formal action with respect to an incident for more than 180, or in some cases, 300 days might foreclose access to federal or state investigative agencies. Filing a complaint with SPF is not a prerequisite to filing a complaint with a federal or state agency. Any SPF employee may utilize the Discrimination Complaint Form to bring a formal complaint under this policy.

Reasonable Accommodation

It is Sponsored Programs Foundation policy to make a reasonable accommodation to the physical and mental limitations of any employee with a disability and qualified applicants with a disability unless their accommodation imposes an undue hardship on the operation of Sponsored Programs Foundation business.

Additionally, SPF will make reasonable accommodations for an employee or prospective employee's observance of religious holidays, religious practices and sincerely-held religious beliefs unless doing so would cause an undue hardship to the operation of Sponsored Programs Foundation business.

SPF employees and applicants who are seeking a reasonable accommodation because of a disability or religion are encouraged to do so. SPF employees and applicants may contact the Humboldt/SPF ADA Coordinator at (707) 826-3626 for information about how to request a reasonable accommodation and about the reasonable accommodation interactive process.