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Email: hr@wju.edu
Phone: 1-304-243-8152


Employment: Vacancies and Postings


SECTION: HR - Workplace Practices NEXT REVIEW DATE: June 2017
APPROVED: Auguest 2011 REVIEWER: Director of Human Resources
APPROVED BY: William C. Rickle, S.J. REVISION DATE: June 2016
  REVISION NUMBER: 4

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1.0 PURPOSE

To insure that Wheeling Jesuit University remains in compliance with all state and federal employment laws as well as University-imposed employment policies regarding the posting of position vacancies.

2.0 POLICY

2.1 Policy Statement

2.1.1 All new and existing positions will be posted internally and externally in compliance with University policies on Equal Opportunity and the University's Affirmative Action Plan as follows:

  • Positions that must be posted:
    • Full-Time - Minimum thirty (30) hours per week for all weeks specified / one-hundred thirty (130) hours per month for all months specified; all such positions are benefit eligible;
    • Part-Time - No more than twenty-nine (29) hours per week, for the period specified; no benefits other than those mandated by state or federal law.
  • Positions that may be posted:
    • Temporary - No more than twenty-nine (29) hours per week for a period not to exceed one (1) year; no benefits other than those mandated by state or federal law.

2.1.2 The exceptions to this policy are noted below in 2.3 - Exceptions.

2.2 Requirements

2.2.1 All vacancies [with the exception of those noted in 2.3] will be posted in compliance with both University policies and state and federal regulations.

2.2.2 All positions [with the exception of those noted in 2.3] will be posted for a minimum of five (5) business days internally and communicated through the University's email system.

2.2.3 Positions may be posted externally on the Human Resource Website under "Job Opportunities" for a period of time not to exceed three (3) weeks after which the posting will be removed. Human Resources or the hiring manager may renew the posting for additional periods in increments of weeks (with one week being 5 business days). This period of time may coincide with the University's internal posting noted in 2.2-b above.

2.3 Exceptions

2.3.1 There are three exceptions to the posting requirements:

  • Executive and senior management - defined as meeting the executive exemption under the FLSA and being part of the Senior Leadership Team (direct reports to the President).
  • Positions filled internally - Individuals within the University may be promoted to vacancies provided such promotions are in compliance with University performance management practices, compensation procedures, and employment laws and regulations. A promotion occurs when an employee is awarded a higher classified position in a higher pay grade. Successive promotions may occur in cascading order provided the final, remaining, opening is filled according to the University's commitment to Affirmative Action and external posting requirements and the position is retained in the University.
    • If the promotion to a higher position results in the elimination of the current or lower position, then the positon to which the individual is being promoted must be posted internally for a minimum of five (5) business days.
    • Awarding a new, higher, title (example: promoting a Clerk to a Senior Clerk) does not require a posting.
  • Temporary positons per 2.1.1 above.

2.3.2 The University president, or his designee, may elect, from time to time, to offer employment on either a temporary basis or as an intern to select students who have demonstrated proficiency in a particular area of need. This employment may convert to full time status; however, when the position converts to full-time, it must be posted externally for the required minimum number of days.

3.0 AUTHORIZATION

The Director of Human Resources has the authority to change, modify or approve exceptions to this policy at any time with or without notice and with the approval of the University President or his designee.

4.0 ATTACHMENTS

Compensation Procedures: Pay Adjustments: Promotion / Demotion / Reduction in Force / Restructure
Affirmative Action Policy
Interview Procedure Policy
http://www.eeoc.gov/laws/practices/index.cfm


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