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Human Resources
Employee Handbook

Hiring & Separation Policies & Procedures

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Position Vacancies and Recruitment

The opportunity to fill a vacant position occurs throughout the year. Positions become available through the budget process, reallocation of existing positions, retirement, separations, and other reasons. A position becoming vacant is an excellent time to evaluate the position description, assess the current organizational structure, and/or consider opportunities for internal mobility or promotion through a TCU job posting open to internal candidates only. Human Resources team members are available to assist you with these processes.

Staff Hiring Information

 Hiring TCU staff. The Human Resources Talent Acquisition team is ready to assist departments with posting, advertising, recruiting, interviewing and selecting exceptional individuals to become TCU staff members.

Background Checks

TCU conducts criminal background checks on individuals who may become employees of TCU. Generally initiated by the hiring official’s contingent offer of employment, the process background check may include one or more of the following:

  • County Criminal Investigation
  • Social Security Number Verification
  • Educational History
  • Credit Check
  • Federal Student Loan Default
  • Motor Vehicle Report

Other members of the TCU Community who may also be required to complete a background check include, but are not limited to:

  • Volunteers;
  • Individuals on campus volunteering/working in camps or special programs;
  • Individuals working with unaccompanied minors as required by the State of Texas.
New to TCU (Staff) Orientation

N2TCU – New to TCU Employee Orientation for Staff. All new staff employees attend orientation facilitated by Human Resources - Employee Engagement. The sessions provide foundational information to acquaint new staff with University business operations and campus culture. An overview of Employee Benefits, University Policies, the University’s Compliance Program and Training, L.E.S.S. (Lockdown, Evacuate, Seek Shelter), Risk Management, Information Technology, and Computer Use are also provided. Individual departments continue the onboarding process to familiarize new employees with their job and unique internal business practices. New to TCU Orientation serves as the initial platform of learning and development as it relates to the first-year employee experience.

Attendees must be released from their duties to attend orientation, and be compensated as “hours worked” for their participation.

Temporary Staff

Policy: HR 2.004 - Temporary Staff Employment. Human Resources facilitates the engagement of a temporary staff service. Temporary staff employees, whose appointments are expected to exceed six months, may not work more than an average of 29 hours per week.

Promotions, Transfers and Demotions

Policy: HR 2.005 - Promotions and Transfers. TCU Human Resources team members are ready to assist you with questions about these employee transactions.

Employment Separation and Position Modification

Policy: HR 2.090 - Employment Separation and Position Modification. Human Resources can provide guidance and procedures on how the employee and employer relationship can be modified or terminated. There are five (5) employment separation categories: voluntary, involuntary, pre-defined employment, University reorganization and death. 

Additionally, TCU continuously and strategically strives to provide a stable and rewarding work environment. This requires the University to have flexibility in responding to changing business operations or financial conditions and in capturing organizational efficiencies. Responding to these changes may include reorganizing or restructuring departments/units, creating or eliminating non-tenured faculty or staff positions, or implementing other changes to meet strategic and operational needs.

Voluntary Separation

The education of our students and continuation of operations supporting students is our most critical mission. As such, employees resigning/ retiring from TCU must make every effort to communicate their intent. The best practice is for TCU employees to provide adequate notice prior to their last day of employment as follows:

  • Staff – a minimum notice of two weeks is requested for most positions.
  • Faculty – a minimum notice for teaching faculty is at least one semester notification.
Involuntary Separation

A supervisor must consult with Human Resources and have authorization by the applicable Vice Chancellor/division head before the University involuntarily separates an employee. Additional policies and procedures apply to the involuntary separation of tenured faculty. 

University At-Will Employment Statement

The State of Texas is an “employment-at-will” state. As such, absent a statute or an express agreement to the contrary, either party in an employment relationship may modify the terms or conditions of employment, or terminate the relationship altogether, for any reason or no particular reason, with or without advance notice.