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Human Resources | Employee Handbook: Part I

Part I: DEFINITIONS AND CLASSIFICATIONS

The Trinity Washington University Employee Handbook uses terms that determine various aspects of an employee’s work relationship with the university. Therefore, understanding these terms and classifications is essential to the application of the policies and procedures set forth in this Handbook.

A. Classification of Personnel at Trinity College

B. Applicability of Handbook Provisions

C. Probationary Status

D. Exempt and Non-exempt Classifications

A. Classification of Personnel at Trinity College

Trinity College’s workforce includes a broad range of talents and types of jobs classified according to the following schedule:

Faculty Personnel

Faculty Personnel teach the academic program of Trinity College. Additional classifications and definitions of Faculty Personnel are in the Faculty Handbook.

  • Full Professor
  • Associate Professor
  • Assistant Professor
  • Instructor
  • Adjunct Faculty

Executive Personnel

Executive Personnel are the senior managers of the College.

  • President
  • Vice President
  • Dean
  • Senior Executive Staff

Management Personnel

Management Personnel are responsible for the day-to-day operation of specific departments; such personnel receive general direction from the senior executive personnel but are largely expected to function without close supervision.

  • Directors
  • Managers
  • Associate/Assistant Deans
  • Associate/Asst. Vice Presidents

Administrative Personnel

Administrative Personnel are responsible to execute particular projects and routine tasks with only modest levels of supervision.

  • Assistant Director
  • Associate Director
  • Coordinator

Staff Personnel

Staff personnel execute routine tasks in support of administrative functions, and these positions usually require close supervision.

  • Executive Assistant
  • Administrative Assistant
  • Secretary
  • Data Clerk

Technical and Trade Personnel

Technical and Trade Personnel are positions that require special training and adherence to additional policies and procedures beyond the scope of this Handbook, e.g., engineers, building trades, security, food handling, computer support.

  • Engineer
  • Electrician
  • Housekeeper
  • Grounds
  • Specialist

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B. Applicability of Handbook Provisions

Among the various classifications of personnel specified above, the faculty and executive personnel positions are hired on contracts that specify the terms and conditions of their employment. Such personnel are responsible to comply with the general policies of Trinity College, but may have contractually-determined conditions for work hours, leave time, outside activities, compensation, tenure, length of employment, and other specific employment conditions. As a result, certain aspects of this Employee Handbook do not apply to contractual personnel where the contract provides for a different treatment. Such contracts conform to all law and regulations concerning personnel and benefits administration.

The Faculty Handbook includes particular provisions describing the contractual relationship between faculty members and Trinity, and that document applies to and contains the general employment policies for specific classifications of faculty (A, B, C). The Employee Handbook applies in all cases to academic personnel who have some limited faculty status (Category D and E), except for any specific item on which the Faculty Handbook might take precedence (e.g., participation in faculty meetings). The Employee Handbook applies to Category A,B and C faculty on a limited number of topics not specifically addressed in the Faculty Handbook, e.g., benefits, Sexual Harassment Policy, Technology Policy, and other institution-wide policies.

All other employees are hired according to the general expectations of employment-at-will, which is a legal term that means that employment is for an indefinite term, and the terms and conditions of such employment are set forth in the general policies and procedures of Trinity College and this Employee Handbook. Employment-at-will can end at any time at the discretion of Trinity College.

All personnel at Trinity College are expected to uphold the policies of the College, to respect the mission and strategic plans of Trinity, and to conduct their work life in accord with the general directions of the Board of Trustees and President, who are empowered to make policy and to change policy as necessary from time to time, and the terms of this Employee Handbook may be changed at any time.

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C. Probationary Status

All non-contract employees are employed at-will and such employment may end at any time.

New employees have probationary status for the first 90 days of employment. This period of time gives the employee an opportunity to get to know the College and the details of his or her responsibilities. With this additional information and experience, the employee can more effectively evaluate the College and his or her position with the College. This period also gives College management an opportunity to observe and evaluate the individual’s effectiveness in the position. At any time during the 90 day probationary period, the employee may be discharged without cause and Trinity will not pay severance compensation.

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D. Exempt and Non-exempt Classifications

Like all employers governed by federal and state regulations, Trinity’s employees are classified as either non-exempt or exempt under the Federal Wage-Hour law. These categories mean:

a. Exempt Employees:

Employees in executive, managerial, administrative, and learned professional positions (monthly) are exempt from overtime law provisions; exempt employees are paid an annual salary, rather than an hourly wage. Exempt employees are expected to work the number of hours necessary to complete responsibilities, assignments and objectives by their supervisor, and as necessary, this may mean that at times exempt employees work more hours than the standard 40-hour work week.

b. Non-Exempt Employees:

Non-exempt employees (bi-weekly) are entitled to overtime compensation under the provisions of the 1974 Federal Wage Hour Law. These employees are paid according to the number of hours worked per week and receive overtime pay at time and one-half for hours worked beyond a 40-hour week in accordance with the law. Non-exempt employees may not incur overtime without the specific permission of a supervisor, and supervisors must be able to give suitable justification for incurring such overtime charges to the Director of Human Resources and the Vice President for Financial Affairs. Trinity reserves the right to cancel overtime directions at any time in any department.

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Trinity College reserves the right to interpret or change the policies stated in this Handbook as the need arises. This document is not a contract.

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humanresources@trinitydc.edu   Phone: 202-884-9121   Fax: 202-884-9123

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