2. Employment Practices


201 Employment Categories

All employees are at-will employees. Employment may be terminated at the will of the employee or the WRLC at any time for any reason not prohibited by law, with or without cause.

Salary, benefits, and other employment issues are based on employment category, which is assigned to each employee’s job description. An employees’ job category is subject to change during the course of their employment but may only be changed with the approval of and written notice from the Executive Director.

Full and Part-time

Employees are first identified by whether they are full-time or part-time. A full-time employee has a regularly scheduled work week of 35 hours per week.

A part-time employee is scheduled to work less than 35 hours per week. Part-time employees are eligible to receive a pro-rated portion of vacation and sick leave hours based on the number of hours worked and are eligible for Training and Development opportunities. Part-time employees are not eligible for other WRLC benefits.

Regular and Temporary

Regular employees are individuals hired into a position that is expected to be ongoing.

Temporary employees are usually hired to perform special projects, cover for absent employees, or meet additional workloads for a designated period of time and are not eligible for any WRLC benefits except workers' compensation coverage. Temporary employees work as scheduled by the department supervisor.

The WRLC will also use outside temporary staff agencies to provide staffing for regular operations and projects, as needed. Staff from outside temporary agencies are not WRLC employees and therefore do not receive any WRLC benefits.

Exempt and Non-exempt

Each position is also classified as exempt or non-exempt as required by the Fair Labor Standards Act (FLSA) of 1938, as amended.

Exempt Employee: To be “exempt”, an employee must qualify for an “exempt” category.  The most common categories are professional, administrative and executive employees making at least a minimum threshold of pay.  Section 13(a)(1) of  the Fair Labor Standards Act (FLSA) provides an exemption from both minimum wage and overtime pay for employees in the “exempt” categories.

Non-Exempt Employee: Positions that do not qualify  as “exempt” are “non  exempt”   as defined in the FLSA  and must therefore be paid at least the minimum wage and overtime for hours over 40 per week.  Whether one is salaried or hourly does not affect whether overtime is due.  If an employee is “non exempt” and salaried, overtime compensation is due when more than 40 hours per week is worked.

202 Employment Documentation

The WRLC relies upon the accuracy of information supplied by the applicant, as well as the accuracy of other data presented or acquired throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

203 Employment Reference Checks

The appropriate WRLC Director, in conjunction with the Director of Finance and Administration, will check employment references, and may perform background checks, for all potential candidates for positions at the WRLC to help ensure that individuals are well qualified and have a strong potential to be successful.

The Director of Finance and Administration will respond to all employment reference checks and other inquiries from other employers. Responses to such inquiries will confirm only dates of employment, and position(s) held. If individuals wish to have more specific information released from their personnel file regarding employment with the WRLC, a written authorization and release signed by the current or former WRLC employee is required.

204 Probationary Period

All new employees of the WRLC must successfully complete a probationary period lasting three months. The probationary period allows the employee and the WRLC to determine if the employee is suited for the position. During the probationary period, employees may be terminated at the will of the employee or the WRLC at any time for any reason not prohibited by law, with or without cause. The normal probationary period is three months; however, it can be extended to six months at the request of the supervisor.

205 Access to Personnel Files

The WRLC maintains a confidential personnel file on each employee. The personnel file includes such information as the employee's application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records.

Personnel files are the property of the WRLC, and access to the information they contain is restricted. Generally, only supervisors and management personnel of the WRLC who have a legitimate reason to review information in a file are allowed to do so.

Employees who wish to review their own file should contact the Director of Finance and Administration. Employees may review their own personnel files in the presence of the Director of Finance and Administration or other individual appointed by the WRLC.

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