[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-281912-105":53,"doc-detail-281912-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","minnstate-shared-employee-agreement-guidelines-2021","MinnState Shared Employee Agreement Guidelines 2021","","Guidelines for administering Shared Employee Agreements between Minnesota State institutions cover permissible use, required inter-institution communication, and timing rules for when an employee may begin work. The document instructs Campus HR Offices to review status using SEMA4 Job Data Statewide and SCUPPS, ensure compliance with the collective bargaining agreement, and apply specific scenarios for faculty and non-faculty. It also details decision steps when an agreement is not applicable, including hiring at the additional institution, primary-institution responsibility, eligibility checks for bargaining unit, benefits, FLSA, separation/layoff conditions, and onboarding requirements such as I-9 verification and mandatory trainings.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/minnstate-shared-employee-agreement-guidelines-2021/281912/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/minnstate-shared-employee-agreement-guidelines-2021/281912.png","ImageObject",442,249,{"name":88,"@type":89},"Riley","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-19","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",8,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"When can a Shared Employee Agreement be used between Minnesota State institutions?","Question",{"text":109,"@type":110},"Shared Employee Agreements may be used only between Minnesota State institutions. If the employee is from another state agency, MMB’s Inter-Agency Agreement should be used instead.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What conditions require coordination through Campus HR Offices before the employee starts work?",{"text":114,"@type":110},"Campus HR must review the employee’s status using SEMA4 Job Data Statewide and SCUPPS and confirm the agreement is allowable. The agreement must be reached, signed, and provided to all signatories before the employee commences work.",{"name":116,"@type":107,"acceptedAnswer":117},"What should happen when the listed Shared Employee Agreement circumstances do not apply?",{"text":118,"@type":110},"If the criteria are not applicable, the recommendation is for the additional institution to hire the employee. This includes cases involving different bargaining unit agreements, ongoing assignments, multi-year projects, or work outside the primary job classification, subject to non-interference with home duties.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},281912,1789568926,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":76,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":126,"read_time":9},1374391975076,"https://ap-avatar.wpscdn.com/avatar/14000253ca4ec9f6853?x-image-process=image/resize,m_fixed,w_180,h_180&k=1783305029341752051","Shared Employee Agreement Guidelines  \nShared Employee Agreements may only be used between Minnesota State Institutions. Do not use a Shared Employee Agreement when sharing an employee from another state agency; use MMB’s Inter-Agency Agreement when sharing an employee from another state agency.  \nCommunication between and within institutions is imperative for the proper administration of compensation and benefits. Prior to engaging an employee from another Minnesota State institution, the hiring manager and/or designee should consult with their local Campus HR Office. An employee may not commence work via a Shared Employee Agreement until agreement has been reached, signed, and provided to all signatories at both the home and temporary institution.  \nThe temporary Campus HR Office should review the employee’s status using SEMA4 Job Data Statewide and SCUPPS to determine whether a Shared Employee Agreement is allowable. Agreements must comply with the collective bargaining agreement. In the following circumstances a Shared Employee Agreement may be used:  \n􀂾 Ongoing non-faculty shared employee requested to do the same work at more than one institution  \n􀂾 Non-faculty employee requested for limited duration to assist institution in the same classification as that of home location  \n􀂾 Faculty requested for release to perform work for another institution on a limited or short term basis  \n􀂾 Faculty requested to speak at another institution on a one time basis at an individual event or a multi part series  \nNOTE: Shared Employee Agreements may be used for a faculty member working at the system office when it is important that the work is performed by an employee acting in the role of “faculty member.” When sharing an employee between institutions the work, compensation, and benefits must be consistent with the employee's bargaining unit at the home institution.  \nIf the above are not applicable, the recommendation is for the additional institution to hire the employee. This would include (but not be limited to) the following:  \n􀂙 Faculty proposed to perform work at an additional institution under a different bargaining unit agreement than the home institution should be hired at the additional institution. For example, should a two year institution wish to offer an assignment to a faculty member from a four year institution (or vice versa) the institution should hire the employee.  \n􀂙 Faculty proposed to perform work at an additional institution on an ongoing basis should be hired at the additional institution. For example, should an institution wish to offer an assignment to a faculty member for a multi-year grant based project the institution should hire the employee provided that the work does not interfere with the full performance of the faculty member's duties at the home institution.  \n􀂙 An employee proposed to perform work at an additional institution that is outside of the primary job classification at the home location should be hired at the additional institution provided that the work does not interfere with the full performance of the faculty member's duties at the home institution.  \nNOTE: When an employee has appointments at multiple institutions Campus HR Offices must determine a primary institution to be responsible for employee status changes.  \nAs part of the determination and development process for the Shared Employee Agreement, Campus HR Offices should review all employment related data and take appropriate action. The review should include the following:  \nIf the employee has separated from a Minnesota State institution:  \n• Determine if the employee received an Early Separation Incentive or Board Early Separation Incentive, and obtain the necessary approvals under Board Policy 4.6 or Board Policy 4.11 Part 6 if applicable  \n• Confirm whether an employee on layoff is currently still in layoff status  \nDetermine Bargaining Unit Eligibility and Employee Status:  \n• Review employee’s current assignments at other","cbCaieurLJu215Es","https://ap.wps.com/l/cbCaieurLJu215Es","pdf",148974,"English","# Shared Employee Agreement Use Criteria\n## Communication and timing requirements\n## When Campus HR reviews status and eligibility\n# Scenarios where agreements may be used\n## Non-faculty and faculty cases\n## Faculty special notes\n# If an agreement is not applicable\n## Hiring guidance for the additional institution\n## Primary institution determination\n# HR review and development process\n## Employment status and separation/layoff checks\n## Bargaining unit eligibility and employee status\n## Benefit eligibility and related determinations\n## Complete employee onboarding steps\n# Agreement template and signature workflow","[{\"question\":\"When can a Shared Employee Agreement be used between Minnesota State institutions?\",\"answer\":\"Shared Employee Agreements may be used only between Minnesota State institutions. If the employee is from another state agency, MMB’s Inter-Agency Agreement should be used instead.\"},{\"question\":\"What conditions require coordination through Campus HR Offices before the employee starts work?\",\"answer\":\"Campus HR must review the employee’s status using SEMA4 Job Data Statewide and SCUPPS and confirm the agreement is allowable. The agreement must be reached, signed, and provided to all signatories before the employee commences work.\"},{\"question\":\"What should happen when the listed Shared Employee Agreement circumstances do not apply?\",\"answer\":\"If the criteria are not applicable, the recommendation is for the additional institution to hire the employee. This includes cases involving different bargaining unit agreements, ongoing assignments, multi-year projects, or work outside the primary job classification, subject to non-interference with home duties.\"}]","MinnState Shared Employee Agreement Guidelines 2021 | PDF"]