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Human Resources

Policies & Procedures

Classification

3.1 General

The classification program of Rogers State University is administered by the Department of Human Resources and is based on skill level, experience, education, job description, and the Fair Labor Standards Act. Each classification is placed in a salary range sufficient to allow incentives for improved performance, job proficiency, years of service, and individual efforts. The Department of Human Resources may, upon need or request, conduct classification reviews or studies and may recommend salary range and/or classification revisions to the Vice President for Business Affairs.

3.2 Position Classifications

Each position at the University has been classified in accordance with its function, duties, responsibilities, and relationship to other positions. A job description has been developed for each position specifying the duties, responsibilities, supervision received, supervision given, education, training, and experience necessary for a person to function effectively in that position.

3.3 Exempt and Non-Exempt Classifications

The Department of Human Resources shall determine and specify, subject to the provisions of the Fair Labor Standards Act, those classifications which shall be exempt. All classifications not specifically determined to be exempt classifications shall be considered non-exempt classifications. Classifications will be determined at the time a position and job description are approved for recruitment and are subject to revision as specified in Section 3.1 of this Manual.

3.3.1 Exempt Classification
Exempt classifications generally apply to executive personnel, professional personnel, and employees who have supervisory responsibilities. Exempt employees shall not be entitled to the earning of, accrual of, or credit for overtime and/or compensatory time. Supervisors have the discretionary authority to arrange the work schedule of an exempt employee.

3.3.2 Non-Exempt Classification
Non-exempt classifications apply to all employees not classified as exempt. Non-exempt employees are eligible to earn and receive credit for appropriately authorized overtime and/or compensatory time. The accumulation of overtime or compensatory time is subject to the provision of Section 5.8 of this Manual. These employees, whose work must be documented and maintained in accordance with federal regulations, must maintain detailed records reflecting the time of arrival and departure from work.

3.4 Types of Staff Appointments

Staff appointments extend from July 1 - June 30 (fiscal year) unless otherwise stated on the Employee Transaction Form  . Employment is not guaranteed beyond the ending date of the appointment, and reappointment is solely at the discretion of the University. Positions at Rogers State University are categorized as one of the following:

3.4.1 Regular Full-time Employees
Regular full-time employees are employees who are expected to continue for 6 months or more, require 40 hours or more per week, and maintain continuous regular employment status. 

3.4.2 Regular Part-time Employees
Regular part-time employees are employees who are expected to continue for 6 months or more, require less than 30 hours per week or less than 130 hours per month, and maintain continuous regular employment status. Any employee working an average of at least 30 hours per week or 130 hours per month during an applicable Measurement Period must be offered medical insurance.

3.4.3 Temporary Employees
Temporary employees are expected to continue less than six months and may work variable hours per week. A temporary assignment should not be extended without the prior approval of Human Resources and the President. A temporary employee who works 30 hours or more per week on average during an applicable Measurement Period must be offered medical insurance.

3.4.4 Seasonal Employees
Seasonal employees are employees who are hired into a position for which the customary annual employment is 6 months or less (e.g., an employee hired to work in the summer or winter but not both).

3.4.5 Student Employees
Student employees are those employees currently enrolled full time and regularly attending Rogers State University courses for credit and whose primary purpose for being at the University is to obtain an education. Student employees must be enrolled at least half time to be considered eligible for exemption from paying FICA (social security and Medicare taxes). Additionally, to be eligible for the FICA exemption, student employment must be predominantly incident to and for the purpose of pursing a course of study. Student employees are encouraged to limit their work hours to less than 24 hours per week in order to focus on their studies. Exceptions to working more than 24 hours but less than 30 hours per week must be approved in advance by Human Resources and the Executive Vice President for Administration and Finance. Student employees who work on average 30 hours or more per week or 130 hours per month must be offered employee medical insurance.

By law, international students are not subject to FICA taxes; however, due to F-1 visa requirements, cannot work more than 20 hours per week when classes are in session. The department head is responsible for determining the applicability of student status to the appointment and the work schedule to be met.

Additional Policies and Procedures related to Employment of Students can be found in Section 6.11.

3.5 Independent Contractors
An independent contractor is an individual or business that provides services to the University. An independent contractor is a separate business entity and is not considered an employee. The University does not provide a paycheck or withhold income taxes or Social Security/Medicare taxes for independent contractors. The IRS has established tests to determine whether an individual is an independent contractor or an employee. Refer to Purchasing Policies and Procedures for additional information.