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Employees who occupy positions that are determined to be exempt under the Fair Labor Standards Act do not receive overtime pay. Employees in this classification are paid on the last working day of the month. During each fiscal year employees in this classification are required to report vacation and other absent time used.
Employees who occupy positions that are determined to be non-exempt under the provisions of the Fair Labor Standards Act are eligible for overtime for hours actually worked in excess of 40 hours during the College-defined work week or for work in excess of eight hours in a day. Employees in this classification are paid weekly and are required to complete weekly time reports.
Within the major employment categories defined above, employees are further designated as having either a regular or temporary (casual) appointment.
Employees are considered to have regular employment if (1) they hold a position that is part of the regular staff of their department (sometimes referred to as holding a "regular budgeted position within the department") and (2) at the time of hire there is no ending date to their employment in the position. Employees who occupy regular positions are entitled to benefits.
All new regular employees and any employee promoted or transferred to a new regular position will be considered on probationary status for a minimum of the first six months of employment. Interim performance reviews will usually occur at three months and, generally, a final probationary evaluation is expected just prior to completion of six months of service. The supervisor, with the approval of the Director of Human Resources, may provide an extension beyond six months to allow an employee and the department time to address performance issues. This period provides an opportunity for the new employee and the College to evaluate the employment relationship. The employee or the supervisor, in consultation with the Office of Human Resources, may terminate employment during this period without notice if the employment situation proves to be less than satisfactory.
Employees on initial probation accrue floating holidays, medical/family and excused days from the beginning of employment. Vacation leave is counted but not earned or available for use during the probationary period.
If an employee is terminated during the initial probationary period, no vacation benefits will be paid. Probationary employees are paid for official College holidays that occur during the probationary period. Transfers to other departments generally do not occur during the probationary period.
An employee is considered to have casual employment if (1) the individual has been hired for a specific period of time, or (2) the individual occupies a temporary/casual position. Casual positions are defined as those which at the time they are established are not expected to be part of the regular staff of the department. Casual employees are not covered under the guidelines of the Handbook and are not entitled to employee benefits, with the exception of Workers Compensation Insurance and FICA (Federal Insurance Contributions Act). Typically, casual employees hold their positions as substitutes for employees on extended leave, to assist in completion of a special project or when there are delays in filling vacancies. Casual employees are usually employed for less than 20 hours per week. Casual employment is also at-will and may be terminated at any time at the option of either the employee or the College.