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Continuing Education

About . Employee Handbook . Compensation 

3. Compensation

3.1 Employee Classification 

The College classifies its employees as follows:

Employee: any person authorized to work in the United States who is employed by the College to perform services for compensation and in accordance with College policies.

Faculty Employee: Employees responsible for the teaching, research, and public service goals and objectives of the College. Faculty titles include professor, associate professor, assistant professor, and lecturer.

Adjunct Faculty Employee: Employees hired for contract periods of 18 weeks or less. They are paid a flat fee per course taught. These positions are not eligible for retirement or other benefits.

Staff Employee: Persons employed in an administrative or service role or who perform work to support the college. 

Full-time Employees: Employees hired to work the College’s normal, full-time, schedule (35 hours per week) on a regular basis. 

Part-time benefit eligible Employees: Employees hired to work 30 hours per week during the academic year (10 months) only.

Part-time Employees: Employees hired to work less than 30 hours per week on a regular basis.

Temporary Employees: Employees hired to work full-time or part-time with the understanding that their length of employment is determined by completion of a specific assignment or a certain period of time (e.g. employment for the summer).

3.2 Pay Periods

All employees are paid semi-monthly, on the 15th and last day of each month. Each payday covers hours worked in the previous payroll period. If a regularly scheduled payday falls on a holiday or weekend, pay will be deposited on the last day of work before the regularly scheduled payday.
All pay is made by direct deposit.

3.3 Exemption Status and Overtime Guidelines

Exempt Employees
Employees who are not eligible for overtime, in accordance with applicable federal and state wage and hour laws, for work performed beyond forty hours a week. Executives, outside sales representatives, and certain employees in administrative positions are typically exempt.

This status is determined in part by federal standards.

The salaries of exempt employees are established at the time of classification. While salaries may be subject to review and modification from time-to-time, they are not subject to deductions for variations in the quantity or quality of the work performed. Notwithstanding CIA may reduce an exempt employee’s salary for occurrences such as:

  • Full-day absences for which paid leave is not available
  • Intermittent absences covered by the Family and Medical Leave Act, if available 
  • During the first or last week of employment if less than a full week is worked
  • Any work week in which no work is performed for CIA
  • Failure to return College property.

Non-exempt Employees
Employees who are required to be paid overtime at the rate of one-and-one-half (1.5) times their regular rate of pay for all hours worked beyond forty hours in a work week, in accordance with applicable federal and state wage and hour laws. 

From time to time, overtime work may be necessary to meet the operational needs of the College. The College reserves the right to schedule mandatory overtime in order to meet these demands and for other business-related reasons. Every effort will be made to give non-exempt employees reasonable advance notice of required overtime. 

Overtime will be paid to non-exempt employees in accordance with state and federal wage and hour laws as follows: One and one-half (1½) times the employee’s regular rate of pay for hours worked in excess of forty (40) hours in a work week. Hours paid, but not worked, do not count toward the employee’s 40 hour work week for purposes of calculating overtime (e.g., vacation, sick, personal time, holidays, etc.). 

Any overtime worked by a non-exempt employee must be approved by the employee’s supervisor prior to the work being performed. Failure to obtain approval from the supervisor prior to working overtime may result in disciplinary action, up to and including termination.

3.4 Timekeeping 

Non-exempt Employees
Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state laws require the Cleveland Institute of Art to keep an accurate record of time worked in order to calculate pay and benefits.

Time worked is defined as all-time actually spent on the job, performing assigned duties.

Employees must accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They must also record the beginning and ending time of any split shift or leaving work for personal reasons. Timesheets are due on the 6th and 21st of every month, or the next business day if those dates fall on a date when the building is closed. 

Tampering, altering, falsifying time records, or recording time on another employee’s time record will result in corrective action, up to and including termination. 

Employees should report to work promptly at their scheduled starting time and not work after their scheduled stop time without prior approval from their supervisor.

It is the employee’s responsibility to sign their own time record to certify the accuracy of all time recorded. Supervisors will review and then sign the time record before submitting it for payroll processing. In addition, if corrections or changes are made to the time record, both the employee and their supervisor must verify the accuracy of the changes by initialing the time record, in order for the employee’s pay to be processed.

Exempt Employees
Exempt employees are required to complete a time-off report to record time off from work every pay period. The supervisor of the exempt employee will review and sign the time-off report before submitting it for payroll processing.