Effective Date: September 1, 2013 (revised)
Employment categories identify the type of position held by each employee. These categories determine the manner and frequency of pay, as well as the eligibility for premium pay and benefits.
Exempt and Non-Exempt Classifications of Employment
Positions are classified either as exempt or non-exempt according to federal Department of Labor regulations.
Exempt means that the work that an individual performs does not fall under the provisions of the Federal Fair Labor Standards Act (FLSA) requiring payment of overtime. Exempt employees do not receive overtime or additional compensation for hours worked beyond the normal schedule. Salary is computed on a forty-hour workweek, pro-rated for less than full-time.
Non-exempt means that the provisions of FLSA do apply and that individuals performing that work must be paid overtime if they work more than 40 hours in a workweek. Non-exempt employees are paid an hourly rate and receive time and one-half for all hours worked in excess of forty in a workweek.
Categories of Employment
Faculty: The faculty includes members of the instructional staff of the College holding the academic titles of lecturer, instructor, assistant professor, associate professor, or professor. In addition, several administrators are also voting members of the faculty. All faculty members are considered exempt employees. Additional terms and conditions of employment for faculty members are delineated in the Faculty Manual.
Exempt Administrative Staff: Exempt members of the administrative staff include executives, professionals, and managers. These employees are responsible primarily for administration of the academic, financial, and business affairs of the College. Typical exempt work includes a high level of discretion, judgment, and independent decision making about matters that have a real impact on the College. They are paid on a monthly basis.
Non–Exempt Administrative Staff - Secretarial, Clerical and Technical: Non-exempt administrative staff members in this classification provide secretarial, clerical, service, paraprofessional and technical support for faculty and/or administrators in various academic and administrative offices. Typical non-exempt work follows set standards, procedures or rules and is more routine in nature than that of exempt jobs. These employees are paid an hourly rate and receive time and one-half for all hours worked in excess of forty in a workweek, in accordance with the federal FLSA.
Non–Exempt Administrative Staff - Facilities Department Foremen: Administrative staff members in this classification are working supervisors who oversee and direct the work of bargaining unit members and who also perform maintenance and support services for the College.
Bargaining Unit Staff: Employees in this classification are members of a bargaining unit, and the conditions of their employment are governed by a separate agreement between the College and the Union. Bargaining Unit employees are paid on an hourly basis in accordance with provisions of the FLSA and the contract.
Grant–Appointed Employees: Payments to individuals in this category are funded from grants from outside agencies or foundations rather than from the normal operating budget of the College. Their employment arrangements vary greatly and are administered according to the terms of the grant. Grant appointees may or may not be eligible for benefits, and the nature of their responsibilities determines exempt/non-exempt status. Determination of eligibility for benefits is made by the Director of Human Resources, in consultation with the Grants Administrator, prior to commencement of the appointment.
Graduate Assistants and Graduate Fellows: Graduate Assistants and Graduate Fellows are employed by the College while pursuing graduate degrees. Limited benefits are available in addition to a waiver of tuition benefits at Trinity College or one of the participating institutions in the Greater Hartford Consortium of Higher Education. These individuals are considered exempt employees and are paid monthly.
Fellows: The designation “Fellow” at Trinity College encompasses a wide variety of exempt administrative staff and faculty appointments including Presidential Fellows and Graduate Fellows. Each category of Fellow differs in terms of benefit eligibility and employment status.
Non-Trinity Employees: Including SINA, Greater Hartford Consortium of Higher Education, NESCAC, etc., this category consists of employees of each of these and other separate organizations. Their payroll, and in some cases benefits, are administered by Trinity College.
In addition to the employment categories defined above, a position also is classified as either Continuing or Temporary.
Continuing Positions: An employee has a continuing position if the position is part of the regularly budgeted staff of that department, and if it is anticipated (although not guaranteed) that the position will be funded from year to year. All positions at the College are created by, and may be discontinued at, the sole discretion of the College. Each employee serves at the discretion of the College.
Temporary Positions: Temporary assignments are those which, at the time they are established, are not expected to be part of the regular or continuing staff of the department. Any position which is approved for less than one full semester or less than six months generally is classified as temporary. Most temporary employees assist in the completion of special projects, or substitute for employees on leave. Other temporary assignments are made when there are delays in filling vacancies. Although most appointments to temporary positions end on the date stated at the time of hire, it may be earlier or later, at the discretion of the College. Employees hired on a temporary basis are neither eligible to receive benefits, nor are they included in the annual salary review process, however exceptions may be made for those in temporary assignments of six months’ duration or more.
Employees transferring from full-time, temporary positions with no benefits to full-time positions which are benefit-eligible will begin accruing vacation and sick leave immediately upon assuming the benefit-eligible position. The College will count the original date of hire into temporary status toward the one-year service requirement for Retirement Plan eligibility.
See the following policies for additional information:
6.02 Job Classification and Salary Structure 152
6.04 Overtime, Compensatory Time, Shift Differentials and Additional Compensation 160
6.50 Payroll Processing 167