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Employment Definitions and Statuses

Terms Used in this Employee Handbook
Director of Human Resources: The Director of Human Resources serves as the editor and distributor of this manual. Full-time employees: Usually designates employees who work 40 hours per week for twelve months per year. When this term is used in relation to the Concordia Retirement & Disability Plans, “full-time” refers to those employees working 20 or more hours per week for 5 consecutive months or more. Concordia Health Plans refers to those employees working 30 hours per week for 5 consecutive months or more. Part-time employees: Employees who are employed for less than 40 hours per week (refer above to Concordia Plans’ special definition). Immediate supervisor or supervisor: The person to whom an employee directly reports, as specified in the job description.

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Concordia Employee Classification

Faculty Employee

Member of the university community whose primary relationship to CSP is that of an employee granted faculty status by the Board of Regents and/or the Vice President of Academic Affairs.

Contracted Faculty of Practice

Member of the University community whose primary relationship to CSP is that of an employee who teaches specified courses, contracted by semester, not to exceed 12 credits in any semester.

Staff Employee

Member of the university community whose primary relationship to CSP is that of an employee who is not designated as faculty.

Student Employee

Member of the university community hired to fill a temporary position that generally terminates upon the end of the academic year or commencement, whichever comes first.

Contract Employee

A contract employee is hired for a specific job and paid through a third-party partner.

Temporary Employee

Temporary employees are non-student employees hired to fill a short-term, temporary position.

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Position Classification

Exempt and Non-Exempt

All positions are evaluated for overtime exemption by the Director of Human Resources as currently defined by the United States Department of Labor. Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay. Non-Exempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.

Minister of the Gospel

Persons who are listed on the official roster of LCMS are eligible for this classification. Persons engaged in the classification are employed following the ecclesiastical procedures of LCMS.

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Employment Types

Regular Hourly Employee

A regular hourly employee is an employee who fills an authorized hourly position on the campus. They are “regular” because they hold positions for at least one academic or fiscal year. The position may be full-time or part-time.  Regular hourly employees are generally classified as non-exempt.

Regular Salaried Employee

A regular salaried employee normally fills an executive, administrative, or professional position. They are employed on a full-time basis of 40 hours per week. They are “regular” because they hold positions for at least one academic or fiscal year. If a salaried position is engaged via a contract, the employment contract shall prevail in any conflict with this Employee Handbook.  Regular salaried positions are generally classified as exempt.

Temporary Employee

A temporary employee is a non-student employee who is not included in the “regular” employment category. Positions of this type typically have a known end date and the duration of employment is less than one fiscal or academic year.  Temporary employees are generally classified as exempt.

Introductory Employee

An introductory employee is in the period of initial employment, typically for the first 90 calendar days after their date of hire unless this period has been extended for performance or attendance reasons.

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Introductory Period
All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Significant absence will either extend the introductory period by the length of the absence or disqualify the employee from continued employment. If the University determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period of time. Upon satisfactory completion of the introductory period, employees enter a “regular” employment classification.

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