Exempt staff employees
To give academically qualified staff the opportunity to teach a class, allowing them to pursue their own professional development by teaching in an academic setting while ensuring that the responsibilities and duties that attend to their regular work are not compromised.
This policy addresses the approval process and conditions pertaining to staff who teach credit-bearing courses in the instructional program while they also undertake the normal job responsibilities of their salaried position.
This policy establishes guidelines to allow staff to teach students at Thomas More University while balancing the University’s needs to ensure that staff employees understand that their regular duties and responsibilities constitute their first and primary duties.
The University generally, and supervisors as well as University leaders specifically, reserve the right to curtail or deny permission to any staff member to teach, if necessary.
Additional Employment: Any work performed for payment inside or outside the university other than the primary salaried employment.
Exempt Position: A position that is not subject to the minimum wage and overtime provisions of the Fair Labor Standards Act. The status of the position may be determined by contacting Human Resources.
Non-Exempt Position: A position that is subject to the minimum wage and overtime provisions of the Fair Labor Standards Act. The status of the position may be determined by contacting Human Resources.
Staff: Defined as salaried non-faculty employees
It is the policy of Thomas More to allow academically qualified staff to teach graduate or undergraduate courses at the university.
Academic departments may employ full-time staff to teach a maximum of one course per semester. The employee must meet the criteria established for adjunct faculty as detailed in the Faculty Handbook.
Only staff with terminal degrees from regionally accredited universities may be enlisted to teach graduate courses. Staff teaching undergraduate courses must minimally have earned a Master’s degree in the teaching field or related discipline from a regionally accredited university.
Non-exempt staff will not be appointed as adjunct faculty due to FLSA rules.
Exempt staff who teach are limited to a maximum of 2 courses during a twelve-month period (June – May) unless otherwise specified as a term or condition of employment (one course in the fall or spring term and one in the summer term). No additional compensation beyond their exempt staff salary will be awarded to those who teach during standard work hours, and the University will work with supervisors, if necessary and appropriate, to include this teaching commitment within normal duties. The President and Provost will not be additionally compensated irrespective of when they teach. Members of Cabinet may teach and receive compensation as long as they receive approval from the President and they can demonstrate that their teaching does not create any potential for a conflict of interest at the institutional or accreditation levels. Active members of the Board of Trustees may teach if they are qualified to do so, but will not receive compensation for this work.
The Provost must approve all staff teaching requests. Teaching is contingent on enrollment, course availability, the support of the person’s immediate supervisor and Vice President, and the support of the appropriate Dean. Any exceptions that are not specified as a condition or term of employment must be approved by the Provost.
The request to enlist a salaried staff member to teach in any semester must be submitted to the Dean by the employee’s base department supervisor and to the Provost by the Dean for approval prior to the formal appointment. The Provost will consult with the Director of Human Resources before finalizing the appointment and approving it.
Request by Department to Dean: April 1 (Summer and Fall); November 1 (Spring)
Request by Dean to Provost: May 1 (Summer and Fall); November 15 (Spring)
Consultation with and endorsement by HR Director: (May 15, Summer and Fall); Dec 1 (Spring)
If class meeting times occur during the normal work schedule of the primary position, staff employees must seek supervisor’s approval to adjust the work schedule (preferred) or work extra hours to make up the time with approval by their supervisor and final approval by their divisional VP. Class meeting times outside the normal working hours of the primary position have to be pre-approved and will be compensated at the standard rate for adjuncts.
The adjunct teaching job is typically not considered part of the primary position and, therefore, will not typically be considered part of the staff performance evaluation process as it relates to their primary responsibilities as a staff employee. However, student evaluations of the courses taught by a staff member will be considered before any future teaching assignments are made. The University reserves the right to curtail a staff member’s teaching based on poor performance in the classroom or non-adherence to policies related to instruction. A staff member who undertakes teaching does not exercise the faculty right to vote in faculty elections or academic curricular decisions at the departmental, College, or University level.
In exceptional circumstances, when applicable, University staff may be compensated additionally, but must obtain approval from their supervisor, the Dean’s office, and the Provost before payment for additional teaching duties can be made.
All teaching duties cease at the conclusion of the semester during which a staff member undertakes teaching when he/she/they relinquish their primary position as a staff employee at the University.
The University’s commitment to provide this development opportunity ceases upon cessation of employment by the staff member and the University reserves the right to curtail any further employment by the outgoing staff member as an instructor; if circumstances warrant.
This is a new policy.