Staff Teaching

Policy Number: 8.2.26
Effective Date: May 21, 2025
Revision History: None
Policy Contact:  AVP of Human Resources/CHRO

I. Purpose and Policy Statement

This policy provides requirements and guidelines related to full-time staff performing teaching assignments in addition to their regular duties.

II. Scope

The policy applies to full-time exempt staff who are approved to teach as an additional assignment that is not part of their normal job responsibilities. Non-exempt staff are ineligible to teach as adjunct faculty because of the overtime requirements of the Fair Labor Standards Act (“FLSA”).

III. Definitions

Exempt employee: Staff Professional and Administrative Employees are exempt from the Federal Wage-Hour provisions of the Fair Labor Standards Act (“FLSA”) because of their professional or administrative responsibilities.

Non-exempt employee: An employment status in which the employee is eligible for overtime; staff non-exempt employees are not exempt from the federal wage-hour provisions of the FLSA.

Supplemental Pay: Compensation that an employee receives for work performed within the home institution that differs from their normal work commitment and/or job description and may or may not be outside of the employee’s home department.

Provisional Period: The 180-day period that begins on an employee’s first day of employment in a regular, benefits eligible position and ends at the conclusion of the 180-day period.

Good Standing: The employee shall have no active formal disciplinary or performance-related actions on file for the current or preceding 12-month calendar year period.

IV. Roles and Responsibilities

1. Chief Human Resource Officer (“CHRO”) or designee: Ensures all managers are aware of the policy and provides guidance on its appropriate use.  The CHRO or designee is responsible for ensuring employee eligibility, ensuring that supplemental pay is timely processed in the payroll system, and that appropriate documentation is maintained.
2. Human Resources: Provides guidance to management on appropriate application of the policy. In compliance with the policy, follows appropriate procedures to administer fair and equitable evaluations of requests for staff teaching opportunities.
3. Vice President for Academic and Student Affairs/Provost: Responsible for final approval of the staff teaching agreement prior to submission to Human Resources.
4. Manager: Responsible for reviewing the request and rendering a decision for the additional assignment for each semester an additional assignment is requested.
5. Dean Hiring Department: Responsible for ensuring all initial hiring practices are upheld. The Dean’s Office provides the Staff Teaching Approval Form (available from the Provost’s office) to employee and ensures the Staff Teaching Approval Form is submitted each semester, prior to course assignment.
6. Employee: Initiates staff teaching process and ensures that all documents are submitted in compliance with the hiring process. The employee must submit the required Staff Teaching Approval Form for each semester an additional assignment is requested.

V. Staff Teaching Credit Courses

1. Staff may be assigned a teaching position of up to one 4-credit course per semester for supplemental pay outside of normal business hours provided the following requirements are met:
   1. The individual meets the faculty qualifications as indicated in BOR policy 8.3.1.2, as well as the general qualifications for part-time faculty as indicated in the GGC Faculty Manual.
   2. The employee’s full-time employment is classified Exempt.
   3. The work is not performed at any time the employee is being compensated by the institution for their regular position.
   4. The Staff Teaching Approval Form is submitted at least two months prior to each semester, unless there are mitigating circumstances which could be justification for a waiver, and is completed with appropriate signatures before the first day of class each semester the employee teaches.
   5. The employee cannot be in the Provisional Period.
   6. The employee must be in Good Standing with no active formal disciplinary or performance-related actions on file for the current or preceding 12-month calendar year period.
   7. The teaching assignments must not create a conflict of commitment for the employee relating to their regular position.
2. This policy applies to teaching assignments on the employee’s home campus, other USG campuses, any accredited institution, or by online class programs through eCampus such as eCore, eMajor or other USG online programs.

VI. Compensation for Staff Teaching

1. Exempt employees will continue to receive their payroll monthly. Supplemental Pay for the additional assignment will be added to the monthly payroll.
2. Staff teaching compensation is comparable to part-time faculty and is contingent on education. 

VII. Related Regulations, Statutes, Policies, and Procedures

BOR 8.3.1 Faculty Employment
DOL FLSA Reference Guide  
GGC Faculty Manual
USG HRAP