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This policy applies to Classified Employees only.
Employees are appointed to positions in the classified service in several ways. The most common are job appointments, probational appointments, and When Actually Employed (WAE) appointments.
The probational appointment is the most common method of filling vacancies. If applicable, applicants must meet the minimum qualifications and/or Civil Service score requirements to be considered for a position. For non-competitive positions, the best-qualified applicant is selected. Each person appointed to a probational appointment shall complete a six to twenty-four month probationary period. New hires generally complete a twenty-four month probationary period. During this period the supervisor determines whether or not the employee can satisfactorily perform the job duties. If the employee satisfactorily completes the probationary period he/she attains permanent status.
If the employee's performance does not meet the required standards, the employee may be removed at any time during the probationary period. While on probation the employee can earn and take annual and sick leave, and may be eligible for insurance.
Employees hired on a WAE appointment are temporary employees. The appointment cannot exceed a cumulative total of 1245 hours per year. The Director of Civil Service or the University's Appointing Authority (Director of Human Resources) may cancel a WAE appointment at any time. A person serving a WAE appointment cannot gain permanent status, and does not earn or take leave. They are only paid for the hours they work. They may be required to work overtime and shall be compensated at the appropriate overtime rate. They may also, if required, work on a holiday and be eligible to receive appropriate additional pay for that day.
Employees hired on a job appointment are temporary employees. Persons on job appointments do not attain permanent status. The Director of Civil Service or the University's Appointing Authority (Director of Human Resources) may cancel a job appointment at any time. The employee can earn and take annual, sick, and compensatory leave and may be eligible for insurance if they are appointed for 120 or more days with a regular tour of duty and are otherwise eligible. They may be required to work overtime and shall be compensated at the appropriate overtime or compensatory leave rate. A job appointment may be made for a period up to but not exceeding four years at a time. An employee on a job appointment is not eligible for funeral leave.
For competitive positions, a former permanent employee who has been separated from classified service and who was in good standing may, within ten years from separation, be non-competitively reemployed to any competitive position for which he/she is qualified and which has the same or a lower entrance salary as the current minimum for the class in which he/she had permanent status. This is a probationary appointment. Reemployment must occur within five years of separation to receive the unused sick leave and annual leave for which the employee was not paid at time of separation. The employee will be given credit for years of prior state service and be placed in the appropriate leave-earning category.
The budget unit head will submit a request to advertise an existing classified position via email through chain of command to the President. If the President grants approval for the position to be filled, the budget unit head will review the job description to make sure it is still accurate. If the job description is not current or the position is a supervisor position, the hiring manager will work with Human Resources to update it before the position is advertised. Next, the hiring manager will prepare the “Request to Advertise and Replace an Existing Classified Position” in the online application system. Once the position is approved to be filled in the system, Human Resources will advertise the vacancy.
Applicants complete applications online from any computer with Internet access. Hard copy applications are no longer accepted. Human Resources staff will assist any applicant who needs help completing the online application. When the position has closed for application, the qualified applicants will be released to the hiring department.
The hiring department will review applications and select the applicants to be interviewed. The hiring department will provide Human Resources with the names of the applicants to be interviewed. Human Resources will work with the hiring department to schedule interviews for the vacancy. The hiring department will conduct the interviews. After the interviews have been conducted, the hiring manager will submit the hiring proposal for review and approval to Human Resources. Human Resources will conduct a criminal background check and a motor vehicle background check, if the position requires a driver’s license. Applicants selected for hire for certain positions will also be required to take a pre-employment, post job offer drug test.
For purposes of salary administration and eligibility for overtime payments and employee benefits, Southeastern Louisiana University classifies its employees as outlined below.
Employees hired to work the University's normal full-time workweek (40 hours) on a regular basis. Such employees may be designated as FLSA exempt or non-exempt as defined below.
Employees hired to work fewer than 40 hours per week on a regular basis. Part-time regular employees who work 30 or more hours per week are benefits eligible. Such employees may be designated as FLSA exempt or non-exempt as defined below.
Employees engaged to work full-time or part-time on the University's payroll with the understanding that their employment will be terminated no later than upon completion of a specified assignment or period of time are employed at the will of the University. Such employees may be designated as FLSA exempt or non-exempt.
An employee is informed of their initial employment classification and status as an exempt or non-exempt employee when completing on boarding paperwork. If an employee changes positions during Southeastern Louisiana University employment as a result of promotion, transfer, or demotion, he/she will be informed by the Human Resources Office of any change in exemption status.
Employees are required to be compensated overtime or credited with compensatory leave earned at the rate of time and one-half their regular rate of pay for all hours physically worked over forty hours in a workweek in accordance with the Fair Labor Standards Act.
Employees are not required to be compensated overtime, in accordance with applicable federal wage and hour laws, for work performed beyond forty hours in a workweek. Executives, professional employees, and certain employees in administrative positions are typically exempt.
The University of Louisiana System grants authority to the presidents of the colleges and universities within the University of Louisiana System, or their designees, the right to hire or dismiss any classified employee in compliance with state law and appropriate Civil Service Commission regulations.
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