Title: Employee Classifications and Status
Approved by:
Date Approved:
Effective Date: 06/03/2019
Responsible Official: Vice President of Human Resources; Provost
Responsible University Office: HR Employment Office; Provost’s Office; and Student Employment Office
Revision History: 01/01/1995; 01/01/2002; 01/01/2008
Related Legislation and University policies:
Review Period: 5 years
Date of Last Review:
Relates to: executive staff, senior staff, and staff
Exclusions: none
Policy Statement
The university recognizes three (3) employee classifications: faculty, staff, and student employee. The opportunity to employ individuals with different employment status in each classification satisfies the flexibility necessary for the university to meet the varying employment needs of academic, research, and administrative functions. The combination of employee classification and employment status determines the application of other human resource policies as well as eligibility for benefits.
Staff
“Staff” includes employees who, directly or indirectly, support ǿմý in teaching, research, and/or university operations, whether executive staff, senior staff, or staff employees. Staff employment status is defined by four (4) recognized work schedules of full-time, part-time, temporary, and term. Staff employees are further identified in one of three (3) ways:
| Executive Staff | Key staff positions who are ungraded and serve at the pleasure of the President and are not included in the staff salary wage plan. |
| Senior Staff | Research and professional staff whose positions fall in salary grade levels 18 and above, Librarians, Sr. Research Associates, and Research Scientists. |
| Staff | Research, professional, and support staff whose positions fall in salary grade levels 1-17, and Research Associates. |
All Staff Position (Executive, Senior, and Staff)
| Full-Time | Part-Time | Temporary | |||
|---|---|---|---|---|---|
| 1. | The regularly scheduled work week for non-exempt/semi-monthly paid employees is a minimum of 37.5 hours per week. | 1. | The regularly scheduled work week for non-exempt/semi-monthly paid employees is less than 37.5 hours per week.. | 1. | The position is considered of limited duration to fill a defined short-term need (less than twelve (12) months). |
| 2. | The regularly scheduled work week for exempt/ monthly paid employees is a minimum of forty (40) hours per week | 2. | The regularly scheduled work week for exempt/monthly paid employees is less than 40 hours per week | 2. | The hours worked are dependent upon the assignment. |
| 3. | The need for the position is expected to be on-going for an indefinite period of time, presumably twelve (12) months or more. | 3. | The need for the position is expected to be on-going for an indefinite period of time, presumably twelve (12) months or more. | 3. | The most common reasons for classifying a position as temporary are when specifically selected candidates are selected for pre-approved temporary programs. |
| Term | |||||
| 1. | The position’s anticipated duration is twelve (12) months to three (3) years; however, there are no guarantees of continued employment either within the term or when the term ends. | ||||
| 2. | Positions funded by grants with a defined end date from one to three (1-3) years may be filled with a term employee. | ||||
| 3. |
Positions can be part-time or full-time. |
The Compensation Office is responsible for coordinating and communicating staff employee classifications as new job titles are proposed, while supervisors are responsible for identifying employment status.
Student Employee
| Full-Time | Part-Time | Temporary | |||
|---|---|---|---|---|---|
| 1. | Not applicable | 1. | Not applicable | 1. | Hours worked are restricted to 20 hours per week for undergraduate student employees. |
| 2. | Graduate and pre-doctoral employees who work less than 20 hours or who work in an assignment as part of the academic program. | ||||
| 3. | All student employment is considered temporary status. |
Employees are responsible for understanding and meeting the needs of the work schedule when accepting the position and throughout the employment relationship. In the event a supervisor is uncertain about the status of a position, or to change an employee’s status, the supervisor should contact the Human Resources Department by email at AskHR@case.edu, by phone at 216-368-6964, or in person by visiting the HR Service Center located in Crawford Hall, Room 320.