<HTML> <HEAD> <TITLE>Re: [CAUT] Econ. Affairs Article</TITLE> </HEAD> <BODY> On 7/3/05 6:42 PM, "Wimblees@aol.com" <Wi= mblees@aol.com> wrote: <BLOCKQUOTE>In a message dated 7/3= /2005 5:11:38 PM Central Standard Time, fssturm@unm.edu writes: <BLOCKQUOTE>Hi Wim,     One topic that would be very useful to a number of = cauts (and others who deal with large institutions) is contracts. What shoul= d be in them? What legal safeguards are necessary on both sides? Regards, Fred Sturm </BLOCKQUOTE> Fred   That's a very good idea. I don't work with a contract. I am, what they call= , an "at will" employee. Which basically means I can get fired or = let go at any time. Now, the university has guidelines as to why they can fi= re me, but there is no guarantee, from year to year, that I have a job.   I will include that in my article, but could I ask those of you who are und= er contract, to send that information to me. Please send it to me, not to th= e CAUT list.   Thanks   Wim </BLOCKQUOTE> Hi Wim,     I was really referring to contracts for those who a= re “non-employee” cauts, who may simply work on a “per ser= vice” basis, or possibly on a “per hour” basis. This is by= far the largest number of cauts. In general, many if not most would be bett= er served if there were a written contract setting out various things, from = financial terms to liability issues. Guidance on these matters would be most= welcome.     I think the number of employed cauts who have or ou= ght to have a contract is pretty small, probably insignificant. Most are cov= ered by personnel policies which are standard within their institution. Now,= a look at what those are, how you might want to research them, might be hel= pful. Regards, Fred Sturm University of New Mexico </BODY> </HTML>