Non-academic Employee Handbook p. 4


IV A. Working Hours. Your hours of work may not be like those of your co-workers and workers in other departments. This is because of the differing demands on various departments and the services they provide. Your supervisor will give you the schedule of work hours that applies to your position. The University reserves the right to change them as necessary. Administrative office hours are generally 8:00 - 5:00 Monday through Friday; they may vary for registration and summer schedule as announced by the administration.

Occasionally you may be asked to assume additional responsibility during the absence of a co-worker or supervisor, or due to an exceptionally heavy work load. Such short-term additional responsibility may consist of greater volume or level of responsibility than usual. Normally you will not be eligible for additional pay for performing such duties.

It is the policy of Lenoir-Rhyne University to make no additional payment for responding to the need for extra effort on the employee's primary position. Exceptions to this policy include approved overtime (in the cases of non-exempt workers) or approved designation as "Interim" in a particular position for a specific period of time.

IV B. Overtime. Occasionally you may be called upon to work beyond your usual work hours. Overtime is paid at a rate of time and one-half the employee's hourly pay for hours actually worked (excludes vacation, holiday or sick leave time) over forty hours per week for employees not exempt from overtime.

IV C. Chapel Services. Offices may close for staff attendance at weekly chapel service. Meetings should not be scheduled for the 9:00 hour on Wednesdays. Employees who wish to go to chapel are encouraged to do so, but must notify their immediate supervisor a day in advance

IV D. Breaks. Fifteen minutes, once in the morning and once in the afternoon, are customarily granted by supervisors for breaks. Such rest periods are encouraged by the University. You are expected to use discretion and good judgment to see that this privilege is not abused.

IV E. Jury Duty. Full-time employees are entitled to time off with pay for jury duty. Non-exempt employees will receive a full day's pay, provided they present their jury duty pay voucher to the payroll specialist, following the completion of a scheduled jury service. Exempt employees will not have their pay affected in any way, but are required to bring in the voucher for their personnel file.

IV F. Reserve Duty. If you are a member of a reserve component of the U.S. Armed Forces, you may be granted leave to participate in the reserve annual training program. The leave will not be charged against your accumulated vacation leave. Further, if your salary as a military reservist on annual duty is less than your salary as a Lenoir-Rhyne employee during the same period, you will be paid the difference by the University. You should request payment of the difference through your supervisor.

IV G. Attendance/Absenteeism. Your regular and prompt attendance is required in order for your department to meet its work load. If you are not able to report for work, you should advise your supervisor as early as possible in order that someone else may be secured to work. If you do not report to work as expected for three consecutive days the University will take this action to mean that you have vacated your position, and your employment will be terminated immediately.

Should poor attendance by an employee become a concern, the employee's immediate supervisor will discuss with the Human Resource Director options for corrective disciplinary action. The University may follow a procedure of verbal warning and counsel first, followed by a first and then, final, written warning. Should the problem continue after this series of counsel, termination would be the final result. However, the University reserves the right to take disciplinary action up to and including discharge immediately, if the offense warrants such action, based on state employment-at-will statutes.

IV H. Interruptions Due to Weather. (Revised Feb. 2011) Weather conditions may occasionally make it difficult, dangerous, or impossible to report to work or make it necessary to leave work early because of weather conditions. Staff members are expected to use their best judgment regarding travel safety and are expected to notify their supervisor promptly of their decision. Weather conditions are not a reason for unreported or unexcused absences.

In the event of inclement weather employees should listen to local media, call the L-R SNOW number (328-7669), or visit the L-R website for information on possible schedule alterations. In responding to inclement weather, the University will apply one of three possible approaches:

  1. Classes are canceled and the University is closed: In this case, which would be used in only the most severe weather conditions, only staff members in essential positions are expected to report for or remain at work. These would include necessary maintenance staff, food service staff, and security personnel. Staff wages and salaries will continue for the duration of a University closure.
  2. Classes are canceled but University offices are open: In this situation, staff members are expected to report for work as long as they determine they can travel safely to campus. Each employee is responsible for letting the proper persons know if s/he is unable to travel to the University. Each administrative unit will have in place a plan for provide at least minimum staffing levels to assure office service is provided on these days.
  3. Classes are operating on a two-hour delay schedule: Staff members are expected to report to work as near to standard work time as travel safety allows and by no later than 10:00 AM.

If a staff member is unable to report to work at the designated time because of inclement weather when the University is open, i.e., in the second or third approach above, he/she has several options: take the time without pay; claim vacation pay if accrued days are available; or, with supervisor's approval, make up the lost time during the same pay period. Staff members may not claim sick pay for absences due to weather.

IV I. Leaves of Absence. This policy applies to regular full- and part-time employees who have been continuously employed at Lenoir-Rhyne for at least one year. Absence from work because of childbirth, adoption, foster placement, or an incapacity due to a serious health condition (as defined by the FMLA) of the employee or employee's immediate family member is considered FMLA leave under this policy. Employees must meet the minimum eligibility requirements as provided in the Family and Medical Leave Act. Generally, all leaves of absence must be approved.

As defined in the FMLA you may qualify for up to 60 days of unpaid leave in a one year period of time if you or a member of your immediate family are incapacitated due to a serious health condition, including a work related injury, provided you meet the eligibility requirements and provide the required notice for the need for leave. Employees must give a minimum thirty days notice for FMLA leave except when the need for leave is immediate and unforeseeable. Accrued sick and vacation leave must be used first and the FMLA leave will run concurrently with paid leave used for an FMLA purpose. When paid leave is exhausted, any remaining FMLA leave is unpaid. During paid leave or FMLA leave, your health benefit will continue under the same conditions of payment. You remain responsible for the employee portion of any benefit. This policy is only a brief description of the requirements and benefits. Employees should inquire at the Human Resource office a complete list of FMLA requirements, restrictions, and benefits, including the employee's responsibility for benefit cost reimbursement.

Human Resources


Human Resources Office

2nd Floor Lineberger Bldg.

Hours: 8 a.m. to 5 p.m, M-F