Policy E1.0 Employee Classification and Status Policy and process Update May 2017

Agenda Background Policy Updates Process Changes Timeline Questions Employee Classifications Faculty, Staff, Adjunct and Student Benefits Classifications Full-time, Part-time, Adjunct Process Changes Adjunct Work Types Timeline Questions

Background Policy E1.0 was last revised in April 2010 The intent of the policy is to provide clear definitions of employee types and benefits classifications

Policy Updates – Employee Classifications Regular Faculty – hold rank and academic appointment, job responsibilities and ranks are defined in policies E04.0 and E06.0 Regular Staff – employed in an administrative or service role to support the university Student Employees – full-time matriculated students employed at RIT classified by the Student Employment Office Student Worker Co-op student Graduate Assistant

Policy Updates – Employee Classifications Adjunct – “persons employed for a specific time frame not to exceed one academic semester. Individuals may work subsequent terms but may work no more than 999 hours per calendar year. The primary job duty for Adjuncts is instruction and may be to deliver credit bearing courses or other instruction such as tutoring, mentoring and delivering instruction for non-credit bearing courses.” Adjunct work types for non-course work will include: Student Mentor, Employee Training, Tutor, Writing Consultant, Camp Instructor, and Course Development. The following work types will be discontinued: Guest Lecturer, Administrative Work, Coordinator, and Instructional Support Adjunct Faculty – work within the Division of Academic Affairs Adjunct Staff – work in Divisions other than Academic Affairs Please note: The process for regular faculty and staff working additional assignments will remain unchanged, they will continue to be paid as Adjunct or Overload as appropriate

Policy Updates – Benefits Benefits eligibility applies to all employee classification types and is defined within each benefit plan Regular employees are classified as full time or part time Full time employees are defined as: Faculty having 100% of a full time load for the full academic year Staff scheduled to work 1500 hours or more annually Ex. 30 hours per week for 52 weeks per year or 40 hours per week for 9 months per year (4.3333 conversion factor to weeks) Part time employees are defined as: Faculty having less than 100% of a full time load for the full academic year OR 100% (or less) of a full time load for less than the full academic year Ex. A Visiting Lecturer hired for one semester for a full load when the regular faculty is on leave. Staff scheduled to work less than 1500 hours annually

Process Changes Regular faculty who resign or retire do not need to be gone longer than six months before being rehired as adjunct. For example: A faculty member may retire at the end of the academic year and then return as an adjunct at the start of the next academic year The employee may be required to have a background screening if they are gone longer than 12 months The employee will be required to complete a form I-9 if there is any break in service regardless of the duration Changes to the Adjunct information in Oracle Any references to Adjunct Faculty will be changed to Adjunct (the term Faculty will be removed) The new regular part-time employee benefits eligibility and cost sharing will be based on the current extended part-time schedule Current PT employees will be given a mid-year enrollment opportunity since there is a difference in the medical and dental cost sharing amounts and they are eligible for additional benefits (e.g., supplemental life insurance) Adjunct employee benefits eligibility and cost sharing will remain unchanged

Timeline The policy goes into effect July 1, 2017 Employees affected by the change in benefits classification will be notified in May and June Colleges should begin to look at their staffing needs now as it relates to Adjuncts who have not had instruction as their primary job duty Options for these employees Hire the employee into a regular part-time staff position - this may require additional headcount and a new PC number Hire the employee through an external temporary staffing agency (ex. Datrose) Reallocate the workload to current employees

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