Full Time Employees
Full time employees are benefits eligible and work in a variety of employment classifications described below.
Classified positions are subject to the Virginia Personnel Act. Non-exempt employees are entitled to earn the federal minimum wage and qualify for overtime pay, which is calculated as one-and-a-half times the hourly rate, for every hour they work, above and beyond a standard 40-hour workweek. The University’s 40-hour FLSA work week runs from Sunday to Saturday. Classified non-exempt employees are required to submit web time entry timesheets to report actual hours worked and leave time taken for each work day within the pay period.
Classified positions are also subject to the Virginia Personnel Act. To be exempt, the specific job duties and salary meet the requirements of the US Department of Labor regulations. Exempt classified employees are not eligible for overtime pay but may earn compensatory leave in certain circumstances. Classified exempt employees are paid a salary on a semi-monthly basis and are required to submit leave reports for exception (leave) time taken during the pay period.
Administrative faculty typically serve in executive level leadership roles such as Vice President, Vice Provost, Dean, and Assistant or Associate Vice President or Dean. Professional faculty may direct or provide support for vital university functions such as academic, administrative, outreach, athletic or other programs. The typical contract period is from June 25 to June 24
Administrative and Professional Faculty are paid a salary on a semi-monthly basis and are required to submit monthly leave reports of exception (leave) time taken during the monthly period (10th of the month to the subsequent 9th of the month).
Teaching and Research Faculty employment classifications include, but are not limited to, Tenured Faculty, Tenured-track Faculty, Clinical Faculty and Research Faculty. For payroll purposes, T&R Faculty are primarily classified by appointment type. Academic year appointments are for the nine-month academic year, defined as mid-August to mid-May. Faculty members may also be assigned responsibilities that extend throughout the calendar year. Such faculty members will be on a calendar year appointment with provisions for annual leave. Calendar year T&R faculty follow the A&P Faculty Handbook leave policies unless otherwise designated in their contracts.
Academic year faculty have their contract salary paid over 24 pay periods. For example, a 9-month faculty member’s salary is earned over 9 months (18 pay periods) but the payment of these wages is spread over 12 months (24 pay periods). Academic year faculty do not earn leave and are not required to submit leave reports.
Calendar year faculty members are paid a salary on a semi-monthly basis over 24 periods and are required to submit monthly leave reports of exception (leave) time taken during the monthly period (10th of the month to the subsequent 9th of the month).
The University has a full-service, sworn, accredited police force. Law enforcement officers are paid on a semi-monthly basis and required to work at least 171 hours within 28 days before they begin to earn overtime. Law enforcement officers are required to submit time sheets of hours worked and leave time taken.
For Faculty, supplemental payments include but are not limited to intersession teaching, temporary pay for extra duties/projects not included in a regular teaching/administrative contract, bonuses, administrative stipends, and overload teaching assignments.
For classified positions, supplemental payments include but are not limited to bonuses and temporary payments for services in addition to normal job duties.
According to the Code of Federal Regulations, section 2 CFR § 200, All types of additional compensation paid by the University that are not included in the employee’s Base Salary are considered additional compensation for the purpose of calculating compensation maximums. Faculty may earn no more than 33 and one third percent (33.33%) of their annual salary for all supplemental pay. Most supplemental earnings are default earnings paid on a semi-monthly basis.
Based on job responsibilities, employees may be eligible to receive a mobile stipend to cover the business use of personal cell phones. Mobile stipends are approved by the Division and the Controller’s Office. The stipends may include both a pretax and taxable portion. Mobile stipends are default earnings paid semi-monthly.
On occasion, Relocation Assistance may be offered to new hires. Relocation assistance stipends are paid in lump sum payments that are federally taxable income and limited to one per household. The university does not reimburse employees for the actual costs of moving and relocation nor does the university pay for moving costs on behalf of employees (such as paying common carriers or moving companies). If an employee does not remain in the employ of the university for a full 12-months from the date of hire, repayment of this stipend may be required.
In addition, full-time employees may be eligible for certain payouts upon separation from the university or employment classification change. These may include leave payouts and contract payouts of academic year faculty deferred regular pay.
Refer to the applicable employee handbook in addition to the Benefits website for more information on eligibility for leave payouts.
Last Updated: 6/23/2022