Human Resources

HR Announcements

Clemson University announces new Lactation Support Policy and Mother-Friendly Employer designation

To further promote a family-friendly work and study environment for mothers and their infants, Clemson University is implementing a new Lactation Support Policy.

The University’s aim is to provide a supportive and flexible environment for employees and students as they transition back to work or studies after the birth of a child. In support of this goal, the Lactation Support Policy provides for time during the workday for lactating mothers to express breast milk and suitable wellness/lactation rooms across campus for such activity. The policy is in accordance with the workplace breastfeeding support provision in the Patient Protection and Affordable Care Act (Section 4207) and current South Carolina state law (SC Code §63-5-40).

In support of the new policy, Clemson has established the Lactation Network website, which houses the full policy along with information and guidance on existing and new wellness rooms, lactation breaks and points of contact for further lactation support at Clemson University.

In response to Clemson’s efforts, the South Carolina Breastfeeding Coalition (SCBC) has officially named the University a Mother-Friendly Employer. This is a designation of which we can all be proud. According to SCBC's website, only two other universities in the state hold this title: Lander and the University of South Carolina. More information about SCBC and the Mother-Friendly Program can be found at:

EPMS Forms Due March 1st

The Employee Performance Management System (EPMS) is the University’s annual review process for classified staff and unclassified staff. EPMS reviews provide a mechanism for supervisors and employees to communicate regarding performance and to set expectations and standards for performance moving forward.

Reviews are currently due no later than March 1st (note: this date does not apply to probationary, trial status or temporary employees).  Probationary employees are reviewed on or before the one year anniversary date of their employment. Trial status employees are reviewed six months after their transfer into a new position. While performance evaluation is recommended and encouraged for temporary employees, it is not currently required. 

EPMS forms and instructions are available on-line.  Please click HERE for more EPMS related materials.  Supervisor training sessions on Understanding and Completing the EPMS Process, as well as, Developing and Using SMART Goals are available.  For more information regarding these sessions and/or to register, please click HERE.

Your college or division's HR Partner is available as a resource regarding the process, form, training or due dates.

State Optional Retirement Program (ORP) Open Enrollment

Each year, the South Carolina Retirement System allows employees enrolled in the State Optional Retirement Program (ORP) to make select changes to their ORPs. The ORP open enrollment period is January 1 to March 1. Changes cannot be made after March 1, 2016.

During this period, State ORP participants can change their State ORP vendors or, if eligible, can irrevocably elect to participate in the South Carolina Retirement System (SCRS). State ORP participants are eligible to change from the State ORP to SCRS during the 2016 open enrollment period if, at any point during the open enrollment period, they have at least 12 months but no more than 60 months of participation as measured from their initial enrollment in the State ORP (i.e., initial enrollment between January 1, 2011, and March 1, 2015).

ORP participants will be notified via email of the open enrollment, including deadlines, effective dates, related resources and detailed instructions for making program changes. If an employee elects to make no changes to an existing ORP, no further action is needed.

A South Carolina Retirement System representative will be on the Clemson University campus January 29th to discuss the differences between the State ORP and the SCRS plans, including advantages and disadvantages of each plan. Employees who are eligible to switch from the State ORP to the SCRS plan are encouraged to attend this one-hour presentation. Please see session details and registration information below.

Comparing State Retirement Plans: SCRS versus State ORP
Session Dates Session Times Location
January 29th 11 a.m. to 12 p.m. Academic Success Center, Rm 118
January 29th 1 p.m. to 2 p.m. Academic Success Center, Rm 118
Register Online:
Register online to attend a session. Online registration can be accessed by clicking HERE and by choosing “HR Training – Online Registration” at the bottom of the page.

Employees can contact the Office of Human Resources online at AskHR or by phone at 864-656-2000 for assistance.

The CUBS PeopleSoft HR site upgrade is completed.

Click HERE for more information about the many upgraded features, or contact the Office of Human Resources online at Ask-HR or by phone at 864-656-2000 with any questions.
Thank you.

State-Mandated Bonus

The state legislature has mandated a one-time, lump-sum bonus of 800 dollars for all permanent faculty and non-faculty who had been in continuous state service for at least six months on July 1, 2015, and whose earnings are less than 100,000 dollars per year.

The bonus will appear in the October 30, 2015, paychecks of all eligible, active employees. The Offices of Human Resources, Payroll, and University Budgeting will manage the upload of the bonuses to paychecks, as well as, the communication to employees. Divisions and colleges do not need to take any action. One-time funding allocations to support a portion of the bonuses will be distributed by the Budget Office once funding is received from the state.

State-Mandated Bonus Guidelines
Frequently Asked Questions and Bonus Timeline

International Hiring Reminder

As departments embark on hiring for the coming school year, please be reminded of Clemson's procedure for hiring international employees.

Best Practices:

  • Review Clemson University's International Employment Web site, which contains information regarding hiring international employees.
  • Keep HR partners advised about prospective international hires.
  • HR partners submit an electronic PeopleSoft 'International Hire' request.
  • Review time-sensitive deadlines for the international hiring process.
  • Prospective employees with F1 and J1 visas should visit HERE and follow directions to have their SEVIS records activated.
  • Adhere to the rule that the hiring dates on the I-9 Form, employment record, and payroll remain consistent. (An individual cannot start working prior to the completion of the I-9 form, which has been completed with Mack Howard or Pablo Unda in the Office of Human Resources.)

If you have further inquiries, please direct them to AskHR or call 864-656-2000.