12 • Auxiliary Employees are at-will employees who are full-time teachers in the Children’s Center and the Bookstore, and the Children’s Center, and are issued an annual letter of assignment. • Limited Term Employees may perform any duties defined as necessary by the College, but the duties will be for a limited period of time that will be defined in a limited term employment contract. The duties of a Limited Term Employee do not result in an ongoing, regular position at the College. • Interim Assignments may be approved in order to temporarily fill a posted vacant, existing regular position at the College for a specified period of time. An interim letter of assignment will be issued. FLSA Exemption Status Each employee group at Frederick Community College is designated as either non-exempt or exempt from the provisions of federal and state wage and hour laws. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the U.S. Department of Labor’s Regulations. Non-exempt Positions. These positions are subject to the minimum wage and overtime pay provisions of the Fair Labor Standards Act and are paid on an hourly basis. Support staff, auxiliary employees, clinical/field experience staff, PTVS employees, and some limited term and interim assignment employees are classified as non-exempt. Non-exempt employees are eligible for overtime and are paid overtime at the rate of one and one-half (1.5) times their regular rate of pay for all hours worked over forty (40) hours in a week (Sunday through Saturday), in accordance with applicable wage and hour laws. Employees who are non-exempt are paid at their regular rate of pay for any hours worked greater than thirty-five (35) and up to forty (40) hours in a week (Sunday through Saturday). Exempt Positions. Exempt employees are salaried employees who hold exempt duties as professionals or administrators and are not subject to the minimum wage and overtime provisions of the Fair Labor Standards Act. Administrators, full-time faculty, credit adjunct faculty, CEWD adjunct faculty, CEWD instructional specialists, fee-based employees, coaches, and some limited term and interim assignment employees are exempt. Exempt employees are not eligible for overtime in accordance with applicable wage and hour laws for work performed beyond forty (40) hours in a workweek. Employees should direct any questions regarding their employment classification or exemption status to Human Resources. Probationary Employees An employee who is new to the College as a full-time regular or part-time regular administrator or full-time regular or part-time regular support staff employee will serve an at-will probationary period of one (1) year. Either the College or the employee may end the employment with or without cause during this at-will probationary period. All probationary administrative and support staff employees will receive formal, written performance appraisals at three (3), seven (7), and twelve (12) months. Employees who have served their one-year at-will probationary period for their initial position will not be assigned an additional at-will probationary period if they transfer to a new position at the College (other than full-time faculty). Full-time faculty will serve a probationary period for the first three (3) years of their faculty assignment. An additional year of probation may be required. Existing employees who are hired in a full-time faculty position must serve the three-year probationary period.
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