Employment Classifications

Section 3.B – Employment Classifications

Employees of Vance-Granville Community College will be classified in one of four distinct categories. They are:

1. Full-time budgeted (work 30 hours or more per week, contracted to work a minimum of 9 months per year)
2. Part-time budgeted (work less than 30 hours per week, contracted to work a minimum of 9 months per year)
3. Full-time temporary (work 30 hours or more for a period less than 9 months per year)
4. Part-time temporary (work less than 30 hours for a period less than 9 months peryear)

Initial appointments to exempt positions are considered to be probationary for nine (9) months. Initial appointments to non-exempt positions are considered to be probationary for six (6) months.

During the probationary period (for both exempt and non-exempt employees), employment can be terminated without cause and without following progressive discipline if otherwise applicable. After the probationary period, VGCC will follow its progressive disciplinary policies before terminating an employee for cause but retains sole discretion to skip steps or to go straight to termination based on the circumstances.

All employees regardless of their position or probationary status are also subject to termination due to “financial exigencies” as defined elsewhere in this Manual.

Further, VGCC classifies all employees as “exempt” or “non-exempt” from regulations regarding overtime pay in accordance with the United States Fair Labor Standards Act (FLSA).

For purposes of measuring hours worked in a workweek, the workweek is the 7-day period beginning at 12:00 a.m. on Monday and ending at 11:59 p.m. on Sunday night and consists of 40 hours. When a given workweek exceeds 40 hours, compensatory leave will be granted for “non-exempt” employees. Fulltime employees who work less than a 40-hour workweek will have pro-rated vacation and sick leave benefits. Work schedules for specific positions at the college are coordinated by each department based on the business and operational needs of the college.

Compensatory leave is not applicable to “exempt” employees.

Employees classified as “non-exempt” shall submit monthly record of hours worked, annual leave used, and sick leave used to the Human Resources Office.

(approved July 21, 2025)