Enhanced and Existing Safety at Bowie State

The University President has released a message concerning enhanced and existing safety measures on campus.

VII - 1.00 - Policy on Establishment and Assignment of Job Groups

I. Purpose

This policy establishes the job groups of exempt and nonexempt for staff employees based upon the application of the Fair Labor Standards Act, Title 29 United States Code (FLSA 29 U.S.C.).

II. Applicability

Services Fair Labor Standards Act, Title 29 United States Code (FLSA 29 U.S.C.) will be applied to all non-faculty positions and job classes. The Office of Human Resources is responsible for the application and interpretation of this policy.

III. Guidelines and Standards

A. The Senior Director of Human Resources will make assignments to job groups in accordance with the FLSA 29 U.S.C. Department of Labor tests for exempt and nonexempt status.

B. Based upon the legally mandated distinction contained in the Fair Labor Standards Act (FLSA 29 U.S.C.), the USM job evaluation and pay program shall be comprised of two Staff job group designations.

1. Nonexempt:

a) Maintenance, Office, Service, Technical and Para-professional Staff.

2. Exempt:

a) CEOs - Chancellor and Presidents;

b) Officers - Vice-Chancellors, Vice Presidents, Provosts and Deans performing administrative functions; and

c) Managers, Administrators and Professional Staff.

IV. Employment Status Groups

USM Staff employees may be appointed to a Regular Status or a Contingent Status position.

A. Regular Status - Any position that is established as a line item and appears in the personnel detail of an institution's budget. Employees on Regular Status are eligible for all benefits offered by the USM, based on percentage of time worked.

B. Contingent Status - Any position established through a written agreement between BSU and a person, who shall provide services to the University for pay and for a specific period of time. Employees on Contingent Status shall not be eligible for retirement plans offered through the USM. See USM-BOR VII-1.40-Policy on Contingent Status Employment for further information.

1. Contingent Category I - Not eligible for USM benefits

2. Contingent Category II - Eligible for USM benefits as defined in the USM-BOR VII-Policy on Contingent Employment

V. Designation of Full-Time and Part-Time Employment

Designation of full-time and part-time employment may be used for both Regular Status and Contingent Status Staff positions.

A. Full-time employment - The position is designated at 100% Full Time Equivalent (FTE) and the employee is scheduled to a 40 hour workweek.

B. Part-time employment - The position is designated as less than 100% FTE and the employee is scheduled to work less than a 40 hour workweek. Employees in this group must work at least 50% FTE in order to be eligible for benefits. Benefits are prorated based on percentage of time worked.

VI. Exceptions


For additional reference and guidance, refer to BOR Policy VII-P1.00, Policy on Establishment and Assignment of Job Groups, effective July 1, 1996.

This policy is established under the authority of VII-P1.00-BOR Policy on Establishment and Assignment of Job Groups effective July 1, 1996.


Effective Date:  07/01/1996Revised Date:  04/17/2012