April 23, 2020
Kenyon has temporarily adjusted its operations due to the COVID-19 pandemic. Read more here.
At the time you are hired, you are classified as either full-time, part-time or temporary and are also told whether you qualify for fringe benefits. Unless otherwise specified, the benefits described in this Handbook apply only to full-time employees and part-time employees who regularly work more than 1,000 hours per year. All other policies described in this Handbook and communicated by Kenyon College apply to administrators and non-exempt staff employees. If you are unsure of which job classification your position fits into, please ask your supervisor.
An employee who has successfully completed the Introductory Period (see the Employment Policies section for definition) of employment and who works at least thirty-five (35) hours per week is considered a full-time employee.
If you were a full-time employee and have been on an approved leave of absence, upon return you will be considered a full-time employee, provided you return to work as agreed in the provisions of your leave.
An employee who works less than a regular thirty-five (35) hour work week is considered a part-time employee. If you are a part-time employee, please understand that you are not eligible for benefits described in this Handbook unless your part-time hours regularly exceed 1,000 hours in a one year period and, with a supervisor's guarantee, will continue to do so, or to the extent required by provision of state and federal laws.
From time to time, Kenyon College may hire employees for specific periods of time or for the completion of a specific project. An employee hired under these conditions will be considered a temporary employee. The job assignment, work schedule and duration of the position will be determined on an individual basis.
Normally, a temporary position will not exceed twenty (20) weeks in duration, unless specifically extended by a written agreement. Summer employees are considered temporary employees.
If you are a temporary employee, please understand that you are not eligible for benefits described in this Handbook, except as granted on occasion, or to the extent required by provision of state and federal laws. Those temporary employees classified as "non-exempt" (see the definition that follows) who work more than forty (40) hours during any work week will receive overtime pay.
At the time you are hired, all employees are classified as either "exempt" or "non-exempt." This is necessary because, by law, employees in certain types of jobs are entitled to overtime pay for hours worked in excess of forty hours (40) per work week. These employees are referred to as "non-exempt" in this Handbook. This means that they are not exempt from (and therefore should receive) overtime pay.
Note: See "Wage & Salary Policies" in the "Compensation & Performance" section of this Handbook for a full description of overtime payment policies.
Exempt employees are managers, executives, professional staff, technical staff, outside sales representatives, officers, directors and others whose duties and responsibilities allow them to be "exempt" from overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA) and any applicable state laws. If you are an exempt employee, you will be advised that you are in this classification at the time you are hired, transferred or promoted.