Classifications

A classification description identifies and summarizes job duties of a position within the university. Classification descriptions are intended to provide an overview of the essential job duties or functions and are not intended to list every task an employee may perform. It outlines the basic requirements, including the job title and responsibilities of a job. Job descriptions, maintained at the department level, should be accurate, concise, and complete. Position descriptions are used to:

• Evaluate and classify positions;
• Communicate to new and existing employees the primary duties, responsibilities and expectations associated with their positions;
• Provide information to determine comparable competitive salaries in the labor market;
• Provide the details to be used in the recruitment and staffing of positions;
• Provide the information necessary for employee relations, such as performance management, employee orientation, grievance resolution, and identification of training and development opportunities; and
• Ensure compliance with related policies, procedures, guidelines and legislation.

Employee class codes are driven by position type and exempt status. Below is a list of classes that we use.

The Federal Fair Labor Standards Act (FLSA) determines whether employees are subject to or exempt from overtime provisions. If employees are determined to be serving in a non-exempt position, overtime pay or compensatory time must be provided for working more than 40 hours in a defined workweek (Sunday 12:01am until Saturday 12:00 midnight). When non-exempt employees work over 40 hours during their scheduled workweek, they are entitled to time-and-a-half pay or compensatory time calculated at time-and-a-half for all hours actually worked in excess of 40 hours. All overtime for non-exempt employees should be approved in advance by their supervisor.

The Human Resources Department determines the exemption status of each position on campus. Job titles do not determine exempt status. For an exemption to apply, an employee’s specific job duties and salary must meet all of the requirements of FLSA regulations.

Navigating the regulations of FLSA is confusing and violations can result in fines and prosecution. The compensation team is here to help you, so call us with your questions at 936-294-1070. Human Resources makes the final determination, but we wanted to provide the following information as an abbreviated resource to help guide you when creating a new or reclassifying a current position.

FLSA Checklist

There are three major tests for exemption from overtime:

1. Salary Level. The minimum salary required for exemption is $684 per week or $35,568 annually.
2. Salary Basis. The employee must regularly receive a predetermined compensation amount each pay period. The compensation cannot be subject to reduction because of variations in the quality or quantity of the work performed.

3. Job Duties. The employee’s Primary Job Duty must fall within one of the categories below.

   Executive. The primary duty is management of the institution or of a customarily recognized department or subdivision. The employee must customarily and regularly direct the work of two or more employees. The employee has the authority to hire or fire other employees or make recommendations as to the hiring, firing, advancement, promotion, or other change of status of other employees.

   Administrative. The primary duty is the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers. The primary duty must include the exercise of discretion and independent judgment with respect to matters of significance. The administrative exemption is also available to employees whose primary duty is performing administrative functions.

   Professional. The primary duty is the performance of work requiring advanced knowledge in a field of science or learning that customarily is acquired by a prolonged course of specialized intellectual instruction. The primary duty must include work requiring advanced knowledge to analyze, interpret or make deductions from varying facts or circumstances.

   Computer-Related. The primary duty requires the application of systems analysis techniques and procedures; consulting with users to determine hardware, software or system functional specifications; and the design, development, documentation, analysis, and creation or modification of computer programs related to machine operating systems or programs.

The EEO class codes support Equal Employment Opportunity (EEO) compliance reporting. The following is a basic description of EEO job categories used at Sam Houston State University.

Professionals. Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Can include accountants and auditors, architects, artists, chemists, designers, editors, engineers, lawyers, registered professional nurses, personnel and labor relations specialists, physical scientists, physicians, social scientists, and workers in similar fields.

Clerical. Includes all clerical-type work, regardless of level of difficulty, where the activities are predominantly non-manual, though some manual work not directly involved with altering or transporting the products is included. Can include bookkeepers, clerks and office helpers, office machine operators (including computer), shipping and receiving clerks, stenographers, typists and secretaries, telephone operators, legal assistants, and workers in similar fields.

Tech/Paraprofessionals. Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the-job training. Can include computer programmers; drafters; licensed, practical or vocational nurses; photographers; radio operators; scientific assistants; technical illustrators; technicians (medical, dental, electronic, physical science); and workers in similar fields.

Skilled Craft Workers. Manual workers of relatively high skill level having a thorough and comprehensive knowledge of the processes involved in their work. Exercise considerable independent judgment and usually receive an extensive period of training. Can include the building trades, mechanics and repairers, skilled machining occupations, electricians, painters (construction and maintenance), motion picture projectionists, decorating occupations, and workers in similar fields.

Service/Maintenance. Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property. Workers in this group may operate machinery. Can include garage laborers, custodial employees, groundskeepers, refuse collectors, construction workers, and workers in similar fields.