Section VI - Employment Matters

VI A 5

Employment Process - Definitions of Terms Used on Contract for Employment

To clarify terms used on the contract for employment

Permanent: An appointment to a permanently established position when the employee is expected to be retained in the position on a permanent basis for the duration of the contract for employment. Permanent is not to be interpreted as any time period other than that which is stated on the employment contract.

Temporary: An appointment for a limited term, normally not to exceed 3 to 6 months. When sufficiently justified, a longer period of time may be requested; but in no case shall the temporary employment exceed 12 consecutive months or the duration of the contract for employment. Benefits such as retirement, vacation leave, sick leave, hospitalization, are not normally a part of a temporary appointment unless specifically specified in the contract for employment. Hourly-paid employees do not receive paid holidays unless specified on contract.

Probationary: (Reference VI A 7) Probationary employees are “at will” and may be offered employment for any specific period of time, and may be terminated at any time.

Appointments to permanent positions:

Individuals receiving appointments to permanent positions must serve a probationary period. The probationary period is an extension of the selection process and provides the time for effective adjustment of the new employee. The employee or employer can terminate the employment agreement during or at the end of the probationary period. Under these circumstances the normal length of the probationary period will be for a 6 month or less duration. The employment status is “at will” and during the probationary period the employer can terminate employment at any time.

Employment contingent upon improvement:

An employee will automatically be placed on a probationary employment status for a maximum of 90 days, except for faculty who may be placed on probation for a full semester, if his/her evaluation reflects that continued employment is contingent upon improvement. The supervisor will set deadlines for improvement for the employee using the performance improvement plan and will monitor progress and meet with employee on a regular and reasonably frequent basis. At the end of the probationary period, the supervisor will recommend either that probationary status end, be extended, or that employment be terminated. The employment status is “at will” and during the probationary period the employer can terminate employment at any time.

Full-time (regular): 40 hours per week or whatever is required by the position. Employment in a position requiring less than 40 hours per week will not be considered full-time.

Full-time (other): This describes an employee that is under contract for a minimum of 9 months of the fiscal year and who work for 30 or more hours per week but less than 40 hours per week.

Part-time: A position for less than 30 hours per week. Part-time employees will be paid on an hourly basis.

Teaching: A position where the major responsibility is that of instructing students.

Non-teaching: A position where the major responsibilities are other than teaching.

Full-time (exempt): Exempt employees are employees who work a minimum of 40 hours and whatever hours are required to keep current all responsibilities of the position without any compensation over 40 hours.

Full-time (non-Exempt): Non-exempt full-time employees are given compensation of one and half hours comp time for any additional hours worked over 40 hours.

Adopted: 04/15/1999

Revised: 10/19/2000, 10/25/2001, 05/17/2007, 07/17/2008