Human Resources
Policies and Procedures Manual

Departmental Responsibility: Office of Human Resources
Topic: Personal Communication Stipends
Policy: Personal Communication Services Policy
October 15, 2009
Last Revised Date: January 27, 2014

RATIONALE:   Clemson University offers a taxable allowance for personal communication services (i.e. cell phone or wireless device) to employees whose duties and responsibilities require them to maintain such services.  This policy eliminates the University paying for unused minutes on high minute plans, in addition to simplifying administration and management of cell phone bills, payments and reimbursements.

POLICY:  The appropriate Dean, Director, Vice President, or designee, may authorize an allowance for employees who must carry a cell phone or personal digital assistant (PDA) for University business.  If authorized, employees required to maintain these services for University business will receive compensation in the form of a communications allowance.  Simple convenience is not a criterion for an allowance.  An allowance may be authorized if at least one of the following three criteria is met:

  • The job function of the employee requires them to be outside of their assigned office or work area 50% or more and an immediate response is required.
  • The job function of the employee requires them to be accessible (on-call) outside of scheduled or normal working hours.
  • The employee is a critical university decision maker who needs to be immediately accessible.  
  • Efficiency and productivity gains more than cover the cost of the plan (business case will be required prior to assignment).

SCOPE AND APPLICABILITY:   This policy is applicable to faculty and staff of Clemson University as referenced in the specific procedures and guidelines outlined below.

Related Documents:
Personal Communication Stipend Request Form
Personal Communication Stipend Instructions
IRS Info for Employee Cell Phones

The language used in this document does not create an employment contract between the employee and the agency. The document does not create any contractual rights or entitlements. The agency reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary or inconsistent with the terms of this paragraph create any contract of employment.