302 Employment Categories
Revision Effective: March 19, 2024
Supersedes: June 17, 2009 Revision
It is important that employees understand the definitions of the employment classifications at the Tri-County Board and know their classification, because employment classification helps determine employment status and benefits eligibility. Employees who have questions or are not sure of employment classification should see their supervisor.
Depending on position, employees are either Non-Exempt or Exempt from federal and state wage and hour laws. Non-Exempt employees are entitled to overtime pay under the specific provisions of federal and state laws. Exempt employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s Exempt or Non-Exempt classification may be changed only with written notification by the Executive Director.
In addition to Nonexempt or Exempt, employees may also belong to one of the following employment categories:
Employees are generally considered full-time when not assigned to a temporary or probationary status and regularly scheduled to work 40 hours per week.
Benefits such as sick leave, vacation and holidays will be prorated for employees who are regularly scheduled to work less than 40 hours per week.
Miami County will determine the number of regularly scheduled hours required for an employee to be eligible for County benefits including but not limited to healthcare, as well as the terms, conditions, and limitations of those benefit programs.
Employees are considered probationary while performance is being evaluated to determine whether further employment in a specific position or with the Tri-County Board is appropriate. Upon completion of the probationary period, employees will be notified of a change in employment classification. Failure to notify shall not change employment status.
Supersedes: June 17, 2009 Revision
It is important that employees understand the definitions of the employment classifications at the Tri-County Board and know their classification, because employment classification helps determine employment status and benefits eligibility. Employees who have questions or are not sure of employment classification should see their supervisor.
Depending on position, employees are either Non-Exempt or Exempt from federal and state wage and hour laws. Non-Exempt employees are entitled to overtime pay under the specific provisions of federal and state laws. Exempt employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s Exempt or Non-Exempt classification may be changed only with written notification by the Executive Director.
In addition to Nonexempt or Exempt, employees may also belong to one of the following employment categories:
Employees are generally considered full-time when not assigned to a temporary or probationary status and regularly scheduled to work 40 hours per week.
Benefits such as sick leave, vacation and holidays will be prorated for employees who are regularly scheduled to work less than 40 hours per week.
Miami County will determine the number of regularly scheduled hours required for an employee to be eligible for County benefits including but not limited to healthcare, as well as the terms, conditions, and limitations of those benefit programs.
Employees are considered probationary while performance is being evaluated to determine whether further employment in a specific position or with the Tri-County Board is appropriate. Upon completion of the probationary period, employees will be notified of a change in employment classification. Failure to notify shall not change employment status.
