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 are considered non-exempt (not exempt from overtime pay) according to the Fair Labor Standards Act. Non-exempt employees are eligible for overtime pay (time and one-half) when they work more than 40 hours in a workweek.
Gettysburg College employs five types of support staff employees, with varying terms and conditions of employment, as may change from time to time, as outlined below:
Gettysburg College employs two types of administrators, with varying conditions of employment, as outlined below:
Policy Prohibiting Improper Pay Deductions for Salaried Exempt Employees
It is the purpose of this policy to emphasize the College's intention to fully comply with the Fair Labor Standards Act ("FLSA") and all applicable state wage and hour provisions. Accordingly, salaried employees who are classified as exempt from overtime provisions will receive their full predetermined salaries for each workweek in which they perform any work. The College will not make any deductions from the predetermined salary, due to variations in the quality or quantity of work performed, except in the following situations:
The College prohibits and will not allow improper deductions from the pay of its salaried exempt employees. If a salaried exempt employee in good faith believes that his or her compensation has been improperly reduced, the employee should promptly report the matter to the Co-Directors of Human Resources and Risk Management in writing. The following procedures shall apply:
a) The employee shall report the alleged improper pay deduction in writing to the Co-Directors of Human Resources and Risk Management and the writing shall include the following:
(1) employee's name;
(2) amount believed to be improperly deducted;
(3) reason given for the deduction; and
(4) reason the employee believes that the deduction was improper.
b) The College shall conduct an investigation into the matter.
c) If it is determined that the deduction was in error, the employee will be fully reimbursed, and there will be no retaliation of any kind for having utilized this complaint procedure.
Should you have any questions concerning this policy, please see your supervisor or the Human Resources and Risk Management Office.
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 sign the Federal Form I-9, Employment Eligibility Verification Form. Within the first three days of work you must provide original documents verifying your employment eligibility in the United States and your identity as required by federal law. If you at any time cannot verify your right to work in the United States, the College may be obligated to terminate your employment.
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 in the College Store, to check out materials in the Library, and for entrance into the Center for Athletics and Recreation.
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 and in the Human Resources and Risk Management Office.
Dependent ID cards are also available for your child(ren), your spouse or your partner.
There is a probationary period of three months for new employees. with the exception of those hired in the Department of Public Safety (DPS). DPS employees are subject to a six-month probationary period. This probationary 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 probationary period, the supervisor will conduct an interactive performance evaluation with the new employee. The probationary 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 probationary period. Of course, the intention of the College is to use the probationary period to smoothly transition the new employee into his/her new position. At all times, both before and after the probationary period, employees remain at-will.
Employees who leave employment with the College for a period of one year or more must complete a probationary period upon return to employment. Additionally, employees who move one position to another are subject to another three month probationary period (six months for Department of Public Safety positions).