DFL. Definitions of Employment Status

POLICY

The college maintains standard definitions of employment status and classifies employees for purposes of personnel administration and related payroll transactions according to the following definitions:

Exempt. Employees whose positions meet specific tests established by the Fair Labor Standards Act (FLSA) and state law and who are exempt from overtime pay requirements. Administration, faculty, and professional staff would be included in this category. Individuals in this category would normally receive employment contracts.

Non-exempt. Employees whose positions do not meet FLSA exemption tests and who are paid a multiple of their regular rate of pay for overtime, as required by federal and state law. These employees are paid for actual time worked as recorded on time sheets or time-clock cards. Employees in this category are considered to be "at-will" employees whose employment can be terminated at any time, with or without cause. No one has the authority to alter this relationship in any manner, either written or orally. Classified, Physical Plant, and all other non-exempt personnel would be included in this category

Regular Full-time. All exempt employees and employees scheduled to work a minimum of 30 _ hours or more per week in an established job or position.

Regular Part-time. Employees scheduled to work less than 37 _ hours per week in an established job or position.

Temporary. Employees who are hired for a pre-established period usually during peak workloads or for vacation relief. They may work a full-time or part-time schedule. They are ineligible for benefits and holiday pay.

 

Amendment: Addition of DFL
Authorized by: Executive Council
Nature of Revision: Content
Date Issued: 11/97

 


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