Employment Categories

1. Periods of Employment
   Most University staff employees have twelve-month appointments. Many faculty and some staff have nine-month, or academic year appointments. A few have appointments for other periods, including spring or fall semester appointments, summer appointments, or appointments for a specified period to coincide with a grant or project. An appointment is not an employment contract. Administrative and staff employees may be terminated at any time or dismissed for cause under University procedures.
2. Faculty, Administrators and Staff
   A faculty member is an employee who holds the rank of instructor, assistant professor, associate professor, professor or distinguished professor. Other titles that have faculty status and academic rank are dean of libraries, librarian, associate librarian, assistant librarian, curator, associate curator, assistant curator, instructional development specialist I and II and extension specialist I, II, III, and IV. Extension specialists hold academic rank only when they are appointed in academic units.

   An administrator is an employee who holds the title of assistant director, associate director, director, assistant dean, associate dean, dean, assistant vice chancellor, associate vice chancellor, vice chancellor, assistant chancellor, associate chancellor, chancellor or one of the above titles modified by the term executive. Some administrators also hold faculty rank.

   A staff member is an employee who is neither a faculty member nor an administrator. Staff members may be classified or non-classified.

   All job titles are authorized by the Arkansas General Assembly in the biennial appropriation act, and are designated non-classified. Each position has a minimum and a maximum salary for each year of the biennium.

3. Exempt and Non-Exempt
   The Arkansas Department of Higher Education designates state job titles as exempt or non-exempt under the Fair Labor Standards Act (FLSA). The Human Resources Office is able to test specific positions for exempt or non-exempt status based on FLSA guidelines. The FLSA requires the payment of overtime for nonexempt work in excess of forty hours in a work week or the granting of compensatory time. For additional information concerning the classification of employment positions or eligibility for overtime compensation, contact the Human Resources Office.
4. Extra Help Employees (Hourly)
   Employees may be hired on an extra-help basis either full-time or part-time. Extra-help employees are hired on a temporary, as-needed basis, are paid semi-monthly for hours worked and are not eligible to participate in the fringe benefits program. Non-student extra-help employees are eligible to be paid for University holidays equivalent to the number of hours per day worked provided they work the day before and the day after a University holiday, and they work twenty hours (half-time) or more per week. Hourly employees may also participate in the retirement plan although UAPB will not match their contributions.

   EXTRA-HELP EMPLOYEES ARE PROHIBITED FROM WORKING MORE THAN 1,250 HOURS IN A FISCAL YEAR.

5. Student Employment
   It is the policy of the institution to provide employment opportunities for students enrolled with the University of Arkansas at Pine Bluff. Students are employed as Extra Help will not replace regular employees.
   1. Hours of Work: The maximum number of hours a student may work during the academic school year (August 16 – May 15) when classes are in session is 20 hours per week. Graduate Assistants may work a maximum of 30 hours per week. When classes are not in session (official holiday breaks and summer when not enrolled), students may be permitted to work 40 hours per week. Any hours worked above 40 hours in a work week by a non-exempt employee during holiday breaks and summer shall be paid at a rate of time and one-half. Monitoring of hours worked shall be the responsibility of the immediate supervisor.
   2. A student may be employed by no more than two supervisors or departments within the University at the same time. The student shall be responsible for informing the supervisors of dual employment and assuring the maximum hour limitation is not exceeded.
   3.  

      Students may not be employed in the same administrative unit as a family member having authority in the interest of the institution to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward, or discipline other employees; or the responsibility to direct other employees of the University, to adjust their grievances, or to effectively recommend an action if the exercise of authority is not of a merely routine or clerical nature, but requires the use of independent judgment. Relative is defined as husband, wife, mother, father, stepmother, father, mother-in-law, father-in-law, brother, sister, stepbrother, stepsister, half-brother, half-sister, brother-in-law, sister-in-law, daughter, son, stepdaughter, stepson, daughter-in-law, son-in-law, uncle, aunt, first cousin, nephew or niece.

   4.  

      Students on the Federal Work Study Program must follow guidelines and policies of the Federal Work Study Program as administered by Student Financial Services.

   5.  

      Employment eligibility (Form I-9) must be verified for all student employees.

   6.  

      International students shall receive approval to work through the International Student Representative who will determine employment eligibility.

   7.  

      A background check will be requested for students employed in positions requiring a background check.

   8. No employee shall be allowed to report to work until after the hire business process is complete.
   9. Time sheets must be signed by the employee and the hiring supervisor whose signature is on the Personnel Action Form. No timesheets shall be accepted with initials on the signature line.
   10. Student employees may not be allowed to work on campus during a scheduled class period regardless if the class is held, online, or is cancelled.
6. Concurrent Employment
   Provided approval has been received from the Arkansas Department of Higher Education, employees may work for state agencies, other institutions or other UAPB departments outside of their normal work day. The work performed for the second agency, institution or other UAPB department must not interfere with the proper and required performance of the employee’s duties in the primary position. The combined salary payments from both positions must not exceed the maximum allowable salary for the higher paid position. The work for the second agency, institution or UAPB department must be performed outside of the employee’s normal UAPB work day. Concurrent employment requests (internal and external) are subject to the approval of the Arkansas Department of Higher Education (ADHE) prior to commencement of the services.
7. Professional and Consultant Services
   Persons who provide professional, consultant, technical, or day labor services to the University on a one-time or short-term basis are not considered University employees. Their pay, including honoraria and stipends, are arranged through the Office of Procurement. The Office of Procurement must be consulted to ensure compliance with the governing laws prior to obligating the University.