Classification & Schedules

Exempt Employee

There are certain categories of employees exempt from federal and state laws governing minimum wage and overtime. These exempt categories include executive, administrative, and professional. Employees in these categories earning above the minimum salary requirements are not entitled to overtime pay under applicable law.

Non-Exempt Employee

Employees who are not exempt from federal and state overtime laws must receive overtime pay. Overtime must be paid at a rate of one and one-half times the employee’s regular rate of pay for each hour in a workweek in excess of forty (40) hours.

Full-Time Employee

A full-time employee works at least 35 hours/week. Full-time employees are eligible for benefits.

Part-Time Employee

A part-time employee is one who regularly works less than 35 hours per week. Part-time employees are not eligible for health insurance or pension benefits, holiday, or vacation benefits, but they do accrue sick time per the Philadelphia Paid Sick Leave ordinance.

Temporary Employee

A temporary employee is hired for a job established for a specific period of time or for the duration of a specific assignment or group of assignments. As is the case with all Tenth employees, temporary employees are considered “at-will” and may be dismissed at any time, for any reason. Normally, temporary jobs do not exceed three (3) months. Temporary employees are not eligible for health insurance or pension benefits, and do not earn sick pay, holiday, or vacation benefits.

Tenth complies with federal and state laws regarding overtime.

Overtime will be permitted only with the prior approval of the employee’s supervisor or the Administrator. Hours are determined on a weekly basis and cannot be averaged over the payroll period. Only employees classified as nonexempt are eligible for overtime pay. In addition to keeping track of their hours, employees should exercise discernment in the use of work time by prioritizing assignments and accessing volunteer resources. A willingness to help co-workers with seasonal projects will also be a valuable benefit. Overtime is to be considered an exceptional last resort to be used only if the other options have been exhausted. No employee may take overtime on their own initiative. Non-exempt employees will be paid for hours actually worked in a week.

Jury duty, vacation, sick and personal days do not count toward hours worked for overtime purposes since they are derived from benefits and are not hours actually worked.

Tenth’s standard office hours are from 8AM to 4PM Monday through Friday. Administrative staff will monitor the

Delancey entrance and the main phone number during that time period.

Full-time employees

Full-time employees other than sextons are expected to work a 35-hour week; this would typically be a seven (7) hour day, plus one (1) hour for lunch. Non-exempt employees are relieved of all work duties during the unpaid lunch break and are not to perform any work during the lunch period unless specifically requested to do so by their supervisor. In that event, you are responsible for making sure the time is recorded as time worked on your time sheet.

Ministry needs may require that an employee work during non-standard office hours. Work schedules are planned by the employee’s supervisor. Vacation time, personal holidays, etc., must be approved by your supervisor so the work of Tenth is covered.

Requests for days off should be made in writing and will generally be granted in the order requested. In the case of overlapping requests, the supervisor will grant the request after considering the date of the request and employee seniority.

Sextons

A sexton may be asked to work on weekends and at other times when the church has a special need.

Part-time sextons will receive $2/hour extra for work performed on Sundays and $3/hour extra for work performed on the following four holidays: Good Friday, Thanksgiving, Christmas Eve, and New Year’s Eve.