Employees Status/Definition

Employees	Definition
F	Full-time employee (100%)
Q	Full-time employee 80% to 99.99% employee working 12 months 100% employee working 9,10,or 11 months
P	Part-time employee 50% - 79.99% employee working 12 months less than 100% employee working 9,10, or 11 months.

Policies

Policy	Implementation
Annual Leave and Traditional Sick Leave	Annual and traditional sick leave accrual rates will be prorated based on employee percentage of 40-hour work-week.  (“Q” and “P”). Maximum year-end annual leave carryover and payout for all employees (“F”, “Q”, and “P”) will be based on years of state service.  Current leave balances will be retained when an employee reduces work hours.  (FQ or P; QP; or PP)
VSDP	Employees in “Q” status will be credited with VSDP leave based on full-time status and months of service.  For current 32-hour employees converting to “Q” this change will be effective January 10, 2004. Current leave balances will be retained when an employee reduces work hours.  (FQ or P; QP; or PP) STD and LTD benefits will be based on current salary at the time an employee is placed on STD or LTD.
Holidays	Employees will receive pay for each holiday based on percentage of scheduled 40-hour workweek. Employees whose scheduled days fall on a holiday may receive compensatory leave or be compensated for the holiday based on the pro-rated amount described above. Employees who must work on a holiday will receive compensation in accordance with policy.
Community Service Leave	Employees with “Q” status and “P” status will be credited with leave based on percentage of scheduled 40-hour workweek.
Compensatory and Overtime Leave	Current Leave balances will be retained when employees reduce work hours.
Bone Marrow and Organ Donations	“F” and “Q” status employees who are non-probationary are eligible to use up to 30 workdays of paid leave at their current salary at the time of leave
FMLA	All eligible employees have access to 12 weeks of Family and Medical Leave.
Layoff	“Q” employees are considered full-time for purposes of implementing layoff. 40 hour a week positions can be offered to “Q” employees as placement options.  If an offer is declined that does not impact salary or require relocation, the employee will be separated-layoff  (Salary is based on the equivalent of a 40 hour work week).
Severance Benefits	Employees in “Q” status will be eligible to receive severance benefits including the enhanced retirement option.  Severance is based on current salary at the time of layoff.
Hiring	Hours of work, if not 40, must be noted on RECRUIT announcements and included in newspaper advertisements.  Eligibility for health benefits and flexible reimbursement accounts should be indicated. Salaries should reflect working less than 40 hours a week. If University business needs change, management can increase an employee’s work hours accordingly.
Overtime	When “Q” or “P” status employees who are FLSA non-exempt are required to work extra hours, but they do not work more than 40 hours in the workweek, they should be granted compensatory leave or straight-time pay.  FLSA Exempt employees may be required to work extra hours without additional compensation.  However, if the need for extra hours is on-going and employees are effectively working full-time schedules, they should be granted compensatory leave, paid straight-time overtime, or returned to “F” status, with a commensurate salary increase.
Retirement	Employees in “Q” status will be eligible to participate in retiree group health care upon retirement if otherwise eligible.

Effective January 1, 2004