Employee Handbook Section Three: EMPLOYMENT

Classification of Support Staff Employees

Support staff employees work a fixed number of hours per week and are eligible for additional pay when they work more than the fixed number of hours per week. Support staff employees include all employees who are considered non-exempt (not exempt from overtime pay) according to the Fair Labor Standards Act and are classified by the Wage and Hour Division of the Department of Labor as: secretarial/ clerical; technical/paraprofessional; skill crafts; and service/maintenance categories.

Gettysburg College employs five types of support staff employees, with varying terms and conditions of employment, as outlined below:

1. Regular full-time support staff employees work between 1,950 hours and 2,080 hours annually (usually 37.5 hours or 40 hours per week). Full-time support staff employees may be eligible for all College benefit programs upon completion of any waiting periods and subject to specific benefit plan rules. A break in service of 12 months or more requires completion of a new waiting period unless specifically permitted as part of a benefits plan document.
   
   
2. Reduced summer hour support staff employees work between 1,770 hours and 1,949 hours. These employees work a full time schedule during the academic year and have reduced hours in the summer months. They are eligible for all College benefit programs upon completion of any waiting periods and subject to specific benefit plan rules. A break in service of 12 months or more requires completion of a new waiting period unless specifically permitted as part of a benefits plan document.
   
   
3. Regular part-time support staff employees with benefits work more than 1,000 hours annually, but no more than 1,769 hours. Regular part-time support staff employees are entitled to pro-rated benefits (vacation, holidays, sick leave and pension after two years of service). Such employees are not eligible for insurance coverage other than that required by law (i.e., Workers' Compensation).
   
   
4. Regular part-time support staff employees without benefits work less than 1,000 hours annually. Such employees are not eligible for benefits other than that required by law (i.e., Workers' Compensation).
   
   
5. Casual (On-call) support staff employees work on an as-needed basis. Such employees are not eligible for benefits other than that required by law (i.e., Workers' Compensation).

Classification of Administrative Employees

Gettysburg College employs three types of administrators, with varying conditions of employment, as outlined below:

1. Regular full-time administrators are 10- to 12-month employees scheduled to work at least an average of 37.5 hours per week on a sustained basis. Regular full-time administrators may be eligible for all College benefit programs upon completion of any waiting periods and subject to specific benefit plan rules. A break in service of 12 months or more requires completion of a new waiting period unless specifically permitted as part of a benefits plan document.
   
   
2. Regular part-time administrators are employees scheduled to work less than an average of 37.5 hours per week, but more than 20 hours per week on a sustained basis. Regular part-time administrators are entitled to pro-rated benefits (vacation, holidays, sick leave, and pension after two years of service). Such employees are not eligible for insurance coverage other than that required by law (i.e., Workers' Compensation).
   
   
3. Graduate Assistants are 10- to 12-month employees scheduled to work at least an average of 37.5 hours per week on a sustained basis. Regular full-time Graduate Assistants may be eligible for all College benefit programs upon completion of any waiting periods and subject
   to specific benefit plan rules.
   

Employment Eligibility

All offers of employment are contingent upon verification of your right to work in the United States. On your first day of work you will be asked to provide original documents verifying your right to work and, as required by federal law, to sign Federal Form I-9, Employment Eligibility Verification Form. If you at any time cannot verify your right to work in the United States, the College may be obligated to terminate your employment.

Identification Card

All employees are required to have an employee identification card. This card is obtained from Dining Services. Contact the Dining Services Office for a schedule of available hours.

Your ID card can be used for discounts in the College Store, to check out materials in the Library, and for entrance into the weight and fitness rooms and the swimming pool. Funds may be added to your card for purchases in the Specialty Dining Room, Student Dining Room, and Cafe 101. These funds may be added through payroll deduction. To enroll for this deduction, forms are available in the Specialty Dining Room or on the forms rack on the first floor of Pennsylvania Hall.

In addition, ID cards may be used in the soda, snack, and juice machines, as well as the copiers and microfilm machines in the library. Money may be added to your card for these transactions via a cash value center located in the Library and on the main floor of the College Union Building. Funds may not be added for these transactions via payroll deduction.

Dependent ID cards are also available for your child, spouse or life partner.

Probation Period

There is a probation period of three months for new, regular full-time and regular parttime employees, with the exception of those hired in Safety and Security. Safety and Security employees are subject to a six-month probation period. This probation period is for the benefit of both the new employee and the College and is intended as an opportunity for the College to closely evaluate the new employee and for the employee to evaluate his/her new working environment. Prior to the completion of the probation period, the supervisor will conduct an interactive performance evaluation with the new employee. The probation period may be extended by the College at its discretion. Likewise, an employee may be terminated for unsatisfactory performance or any other failure to meet the College's expectations at any time during the probation period. The intention of the College is to use the probation period to smoothly transition the new employee into his/her new position. At all times, both before and after the probation period, employees remain at-will.

Employees who leave employment with the College must complete a probation period upon return to employment.