Employee Classifications

Faculty Status

The concept faculty at Greenville University includes all members of the administration as well as those involved in classroom teaching. The distinctions between instruction and administration are meant to be only those of function and suggest no hierarchy of value related to the respective duties of each group. It is common practice in the institution for many of those considered primarily as administrators to teach in the curricular program of the University as well as for those involved essentially in classroom teaching to assume various administrative tasks. Faculty status is indicated by designation in the contract, letter of appointment, or other designation from the president.

The faculty is considered to be a corporate part of the University and, acting through the Faculty Assembly, is the decision-making body for major policies relative to academic matters as described in Section II above, subject to the final authority of the board of trustees.

Employment-At-Will: Non-teaching Employees

All non-teaching employees are employees at-will. Employment as a non-teaching employee is voluntary and is subject to termination by you or the University at will, with or without cause, and with or without notice, at any time. Nothing in these policies shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Greenville University staff and administrative staff employees. No commitment for employment for any specified duration is valid or binding unless expressly set forth in a written employment agreement, including faculty and SALT contracts, and signed by both the employee and the President or the Board of Trustees Chair, whichever is applicable. These personnel policies are not intended to be a contract of employment or a legal document. 

Exempt Employees (Faculty and Administrative Staff)

Exempt staff members are exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act (FLSA). This exemption is determined by evaluating the duties and responsibilities required of the staff member against the criteria outlined in the FLSA. A job is classified as exempt if its duties and responsibilities are primarily executive, managerial, or administrative, or if it requires an advanced educational degree or knowledge and experience in a field considered to be professional. Exempt staff members fulfill their duties without a focus on the amount of time it takes. Therefore, exempt staff members are paid a semimonthly salary that does not vary between pay periods based on the quality or quantity of work, and are not eligible to receive overtime for hours worked beyond 40 hours in a workweek. However, exempt employees must record sick, personal, vacation, or other absences via the online timekeeping system. When possible, a request for time off should be submitted. Exempt employees may be docked pay for any whole day of missed work not covered by sick/personal/vacation, including approved unpaid leave.

Nonexempt Employees (Staff)

Non-exempt employees are NOT exempt from minimum wage and overtime requirements. Non-exempt employees must record hours worked each day. Employees will clock in and out via the online timekeeping system. Time off requests should be submitted ahead of time whenever possible.