Stokes Hall, Suite 222
370 W. Lancaster Ave
Haverford, PA 19041-1392
Hours: (Effective 7/14/11)
(Closed for lunch from 12-1)
Tu, Thu: 8:30-2:00
On Tuesday and Thursday, we are available until 5:00 pm for emergencies and appointments only.
The following handbooks - the Staff Handbook and the Administrative and Professional Handbook - are provided for the purpose of explaining the College's general employment policies, salary administration program, leave provisions, and benefit programs.
The Staff Handbook applies only to staff employees whose working conditions are protected by the Fair Labor Standards Act of 1938, as amended. This general “umbrella” act established minimum wages, overtime pay, and equal pay requirements. All staff employees are “non-exempt”: that is, they are protected by these requirements of the Fair Labor Standards Act. Faculty, administrative and professional employees are “exempt”; that is, they are not covered by some parts of the Act. For example, “exempt” employees may have to work long and irregular hours but are not eligible for overtime pay or compensatory time off.
- Full-time staff employees work at least 35 hours per week for at least 39 weeks or the equivalent thereof (a total of at least 1,365 hours annually). Regular work weeks may be scheduled over 4, 5 or 6 days depending on the requirements of the job assignment.
- Part-time staff employees perform a specific ongoing task and work at least 17 1/2 hours per week for 52 weeks or the equivalent thereof (a total of at least 910 hours annually).
Both full-time and part-time staff employees are eligible for benefits as discussed in the sections on Salary and Benefits.
- Other employees are hired either for a specific assignment of limited duration or as a temporary replacement for an existing position, or they work less than 910 hours annually. Such employees are not entitled to fringe benefits other than Social Security.
Administrative and Professional Handbook
The Administrative and Professional Handbook applies to administrative and professional employees, who, by the nature of their jobs, meet the general and technical exemption requirements established by the Fair Labor Standards Act (FLSA). The classification of positions as administrative or professional is identified in the letter of appointment. Employees in this category qualify as "exempt" from the overtime provisions of the FLSA, either because of the scope of their work assignments or because of particular professional requirements of the positions for which they were hired. Administrators and professionals are responsible for completing tasks that may require more than a standard 40 hour work week. Exempt personnel are not subject to time-clock hours, nor are they eligible for overtime pay or compensatory time off.
Exempt personnel may be full-time employees, part-time employees, grant-related employees, and others.
- Full-time employees are hired for full-time responsibilities, as defined in the letter of appointment, for at least 39 weeks per year or at least 75% of full-time year round responsibilities.
- Part-time employees are hired for between 50% and 75% of full-time year round responsibilities.
Full-time and part-time exempt employees are eligible for benefits as discussed in the section on Salary and Benefits.
- Grant-related employees are hired by the College on the basis of a grant made by an outside agency for research or other special programs. These employees are eligible for benefits based on the provisions of the grant as discussed at the time of hiring.
- Other employees are hired for positions with: a) predetermined termination dates for a period of one year or less, or b) a regular work period of less than 50% of full-time year round responsibilities. Employees in these positions are not entitled to benefits.
Though not a part of the Staff or Administrative/ Professional Handbooks at this time, this policy is in full effect and will appear in updated versions. This Policy governs the reporting of allegations of suspected financial misconduct and the protection against retaliation afforded to those who report such misconduct.