Assoc. VP for Human Resources
Human Resources (email@example.com)
Questions concerning types of employment may be referred to Compensation at 706-542-2222.
Regular - Regular positions are expected to exceed 6 months in duration on a continuous basis. Individuals working in regular, line-item positions have the possibility of becoming partially or fully benefits eligible if the cumulative total of their regular positions equals a minimum of 50% work time.
Partial Year - At the discretion of the employing unit and with the approval of Human Resources, certain regular classified positions may be identified as partial-year in nature. Partial-year positions allow employing units the flexibility of full staffing during peak workload periods and reduced staffing during diminished workload periods while providing continuity of employment for persons employed in these positions.
Partial-year positions must have inclusive employment dates covering at least nine but less than twelve calendar months and must be at least one-half time. Individuals employed in partial-year positions are considered regular employees and have the same rights and privileges as other classified employees during their partial-year employment period. Due to the nature of partial-year employment, however, some differences do exist. During the partial-year leave period, the employee may elect to retain his or her insurance coverage by making the appropriate premium payments to the Employee Benefits Department prior to the last working day of the partial-year employment period. Partial-year employees are not eligible for holiday pay for those holidays occurring during the designated leave period, nor are they eligible to receive unemployment compensation benefits during this period (Additional instructions are available on the Partial-Year Employment Agreement form).
Temporary - Temporary positions (either full or part-time) are not expected to exceed 6 months in duration. Temporary positions can be extended for an additional 6 months (for up to a 12-month period) with approval from HR. Temporary employment cannot be extended beyond 12 months without a 30-day break in service during each 12-month segment of service. If a department does not provide a break in service at the 12-month mark, the employee must be put in a regular, line-item position. Individuals working only in temporary positions are not benefits eligible.
Student - (Revised 12/10/04) - To use the student employment type (STUWK, WKSTY, GTA, GTAD, GTAM, GBLA, GRA, GRAD, GRAM, GLA, GLAD, GLAM, GA, GAD, GAM), classes must be in session (exceptions: during fall and spring academic breaks) and the student employee must:
- Be enrolled in and actively attending classes on at least a half-time basis at a University System of Georgia institution during the employment period (to determine half-time student status as it applies to undergraduate, graduate, and professional students, contact the Registrar's Office or view the Registrar's determination of enrollment status) and
- Work no more than 20 hours per work week
Graduate students on assistantships and meeting the above criteria are included in the student employment type. Independent study classes do not qualify the employee to be classified as a student employee. Employees classified in the student employee type are not eligible for staff benefits, FICA, or Georgia Defined Contribution Plan (GDCP).
For the University to remain in compliance with IRS guidelines, hiring departments must change (via personnel report) the status of a student employee to a non-student classification (LBCLR, for example) under any of the following circumstances:
- During all breaks (including breaks between semesters) which exceed five weeks
- When the student employee's course load no longer qualifies him/her as at least a half-time student
- When the student employee exceeds 20 work hours per work week when classes are in session (except during fall and spring academic breaks)
Any student employed at the University of Georgia will be paid as non-exempt employees as defined by the Fair Labor Standards Act. All such employment is stipulated to be subject to reevaluation without prior notice to the employee, including possible change of location and function.