|P-504.0||Upon hire, employees are classified in three individual ways:
|S-504.0.1||Additional faculty-specific classifications exist and are documented in the Full-time Faculty MOU.|
An employee who is hired to work thirty-two (32) or more hours per week is considered a full-time employee.
|D-504.0.2||Non-Variable Hour Part-Time
An employee who is hired to work 30-31 hours per week is considered a non-variable part-time employee for purposes of Patient Protection and Affordable Care Act (PPACA).
|D-504.0.3||Variable Hour Part-Time
An employee who is hired to work fewer than 30 hours per week is considered a variable-hour part-time employee for purposes of PPACA.
An employee hired to work on a regular basis for an indefinite period of time is classified as "regular" employee.
As needs arise, the College may hire an employee on a temporary basis. The job assignment, work schedule, and duration of the position will be determined on an individual basis. Normally, a temporary position will not exceed six (6) months in duration. Any exceptions must be approved by the Vice President for Human Resources.
Temporary employees are not eligible for benefits except when conditions are met under laws such as RSMo 169 regarding the Public School and Education Employees Retirement Systems and PPACA.
A Project-Based employee is hired to staff non-credit courses or complete work in a variety of non-instructional staff positions on a project basis. Actual hours worked are dependent on the immediate needs of the project, department, or the enrollment of the course. Project-based employees are not eligible for benefits, except when conditions are met under laws such as RSMo 169 regarding the Public School and Education Employees Retirement Systems and the PPACA.
|D-504.0.7||Non-Exempt and Exempt
Some employees are exempt from the overtime pay provisions of the Fair Labor Standards Act (FLSA), and some are exempt from both the minimum wage and overtime pay provisions of FLSA. Exemptions are typically applied on an individual workweek basis. Employees performing exempt and non-exempt duties in the same workweek are typically not exempt in that workweek. Combining exempt and non-exempt work assignments is generally not permissible and any special requests for this are subject to advance approval by the Human Resources and Payroll departments.
Employees are advised of their FLSA exemptions classification upon hire, transfer, and position reclassification. Non-Exempt/Exempt classification is made based on specific criteria governed by the FLSA administered by the Department of Labor.
See Policy 7.33.0 Overtime Pay for more information.
|See Policy 551.0 Eligibility for Insurance Benefits and Policy 554 Retirement Plans for more information.|
Content Owner: Donna Davis – email@example.com
Page Updated by: Julie Parcel
Date Revised: Feb. 23, 2015