Employment Classification
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Effective Date:
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November 2025
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Focus Group:
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All Employees
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Purpose:
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To ensure compliance with federal and state wage and hour regulations and to clearly define employment classifications that determine eligibility for benefits, overtime, and organizational policies. This policy also establishes processes to safeguard against misclassification and ensure consistent application across Global Outreach International.
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Guidelines:
1. Exempt Employees
2. Nonexempt Employees
3. Regular, Full-Time Employees
4. Regular, Part-Time Employees
5. Classification Reviews and Documentation Requirements
6. Supervisor Accountability and Training
- Exempt employees are typically paid on a salary basis and are not eligible for overtime pay.
- Exempt status is determined based on federal and state laws, including required FLSA duties tests that evaluate the nature of the work performed.
- All exempt classifications must be reviewed and approved by the HR Director before hire or reclassification.
- GOI will conduct periodic reviews to ensure exempt roles continue to meet legal criteria.
2. Nonexempt Employees
- Nonexempt employees are paid on an hourly basis and are eligible to receive overtime for all hours worked beyond 40 in a workweek.
- All nonexempt employees must track actual hours worked using GOI’s approved timekeeping system.
- Supervisors may require advance approval for overtime; however, overtime must be paid even if it was not pre-approved.
- Continued use of Overtime may be evidence of an unbalanced workload or insuffucient planning. Employees should talk to their supervisors about these issues.
- Continued use of unapproved Overtime may result in disciplinary action.
3. Regular, Full-Time Employees
- Employees who work 32 hours or more per week and maintain continuous employment status are considered full time.
- Full-time employees are generally eligible for GOI’s benefits package, subject to the terms and conditions of each benefit plan.
- Supervisors must notify HR prior to any permanent change in hours that could affect classification or benefit eligibility.
4. Regular, Part-Time Employees
- Employees who are regularly scheduled to work fewer than 32 hours per week and maintain continuous employment are considered part time.
- Part-time employees are not eligible for GOI’s full-time benefits package.
- Supervisors must not alter part-time schedules in ways that inadvertently change classification without prior HR review and approval.
5. Classification Reviews and Documentation Requirements
- GOI may review or revise employee classifications at any time to maintain legal compliance.
- Job descriptions must accurately reflect actual duties and will be reviewed during classification decisions.
- Departments may not independently change job duties or work hours in ways that affect classification without coordinated review from the HR Director.
6. Supervisor Accountability and Training
- Supervisors will receive periodic training on wage and hour laws, proper classification, and overtime rules for nonexempt staff.
- Supervisors must monitor work assignments to ensure nonexempt employees do not perform unapproved overtime work and that exempt duties remain aligned with FLSA requirements.