Staff HR Policy D-732.00
Institutional Effectiveness Criterion: Culture

Definition of Employee Categories Policy

The categorization of employee groups is defined below to facilitate consistency in communication, employee and payroll record-keeping systems, classification and compensation, application of benefit programs, and to meet reporting requirements.

Note: The term “regular” employee refers to full time and part time employees who are eligible for NMC’s full flexible benefits plan. This may exclude temporary employees.

1. 1. EXECUTIVE OFFICERS
      Appointed College officers report to  the President, and may report to a Vice President. They are not covered under faculty or staff compensation or classification plans and are exempt from the provisions of the Fair Labor Standards Act. President’s Council members are annually contracted.
   2. FACULTY
      Responsibilities involve instruction and/or other duties closely aligned with academic programs. Exempt from provisions of Fair Labor Standards Act.  Full-time load is determined by the Faculty Collective Bargaining Agreement.
   3. ADJUNCT FACULTY
      1. Contracted each semester on a contact-hours-taught basis to fill specific instructional needs, up to twenty-four contact hours during the academic year.  Not subject to faculty career plan or Faculty Collective Bargaining Agreement (FCBA); consistent pay levels are established administratively.  No guarantee of continuing employment.
   4. EXEMPT (SALARIED) STAFF
      Responsibilities are primarily administrative,  professional, or technical.   Exempt from provisions of Fair Labor Standards Act (FLSA); not eligible for overtime premium pay; paid bi-weekly salary rather than hourly wage. Employment is at-will, and can be ended at any time by either the employee or the College for any reason.
      1. Full-time, regular - Annually scheduled to work at least 80 hours biweekly for 52 weeks.
      2. Full-time, limited - Annually scheduled to work at least 80 hours biweekly for less than 52 weeks but at least 35 weeks per year.  May be subject to fill in for other positions to meet staffing requirements.
      3. Part-time, regular - Scheduled on an annual basis to work less than 80 hours but at least 40 hours biweekly for 52 weeks per year.  May be subject to fill in for other positions to meet staffing requirements.
      4. Part-time, limited - Scheduled on an annual basis to work less than 80 hours but at least 40 hours biweekly, for less than 52 but at least 35 weeks per year.  May be subject to fill in for other positions to meet staffing requirements.
      5. Temporary - Contracted or scheduled to fill a short-term need for a specified period of time, or to replace a regular employee on leave.  Is not placed in the Classification and Compensation Plan; consistent pay rates are established administratively.  If substituting in a regular position, the pay rate will be at least the minimum of the salary range of the regular position.
   5. NON EXEMPT (HOURLY) STAFF
      Responsibilities involve a supporting role to the College's administrative or academic functions.  Position is classified in the Classification and Compensation Plan except where noted below.  Non-exempt and covered by provisions of Fair Labor Standards Act; eligible for overtime premium pay for hours worked over 40 in a work week. The employment relationship is at-will, and can be ended at any time by either the employee or the College for any reason.
      1. Full-time, regular - Annually scheduled to work at least 80 hours biweekly for 52 weeks.
      2. Full-time, limited - Annually scheduled to work at least 75 hours biweekly for less than 52 weeks but at least 35 weeks per year.  May be subject to fill in for other positions to meet staffing requirements.
      3. Part-time, regular - Scheduled on an annual basis to work less than 80 hours but at least 37.5 hours biweekly for 52 weeks per year.  May be subject to fill in for other positions to meet staffing requirements.
      4. Part-time, limited - Scheduled on an annual basis to work less than 75 hours but at least 37 hours biweekly, for less than 52 but at least 35 weeks per year.  May be subject to fill in for other positions to meet staffing requirements.
      5. Temporary - Contracted or scheduled to fill a short-term need for a specified period of time, or to replace a regular employee on leave.  Is not placed in the Classification and Compensation Plan; consistent pay rates are established administratively.  If substituting in a regular position, the pay rate will be at least the minimum of the salary range of the regular position.
   6. SUPPLEMENTAL - Assist the College in a variety of capacities, such as filling in for an absent staff member, assisting with a special project or at peak times, or helping an area maintain its regular service level.  Supplemental employees are limited to work no more than 1,500 hours per fiscal year.  They may be  members of the Michigan Public School Employees Retirement System (MPSERS), but are not eligible for other benefit programs.  Supplemental employees are not placed in the Classification and Compensation Plan; pay levels are established administratively.  The employment relationship is at-will, and can be ended at any time by either the employee or the College for any reason, with or without notice.
   7. MAINTENANCE/CUSTODIAL/GROUNDS
      Duties are of a skilled-trade, maintenance, service, or custodial nature.  Non-exempt and covered by provisions of Fair Labor Standards Act (FLSA).  Covered under terms and conditions of the SEIU Collective Bargaining Agreement. Full-time - Annually contracted or scheduled to work at least 80 hours biweekly for 52 weeks.

• STUDENT EMPLOYEE
  A part-time employee who is enrolled in and regularly attending classes at NMC.  The student's primary purpose for being at NMC is to further their education.  Student employment is temporary and incidental to the pursuit of an education.  The employment relationship is at-will, and can be ended at any time by either the employee or the College for any reason, with or without notice.  Student employees work 20 hours per week or less; may work up to 40 hours per week during semester breaks and summer.

To be eligible for student employment in a semester, the student must be enrolled at least half time during that semester (minimum NMC academic credits:  6 for fall; 6 for spring; 3 for summer semesters).

The  Associate Vice President of Human Resources, in conjunction with the appropriate faculty and staff, is responsible for the development and publication of any procedures or guidelines that may be necessary to administer this policy effectively.

If any provision(s) of this policy or set of bylaws conflicts with laws applicable to Northwestern Michigan College, including the Community College Act of 1966, the Freedom of Information Act, or the Open Meetings Act, as each may be amended from time to time, such laws shall control and supersede such provision(s).