Employment Classification & Status

Employment Classification

Non-Exempt

Non-Exempt employees meet the minimum wage and overtime legal requirements, as regulated by the Fair Labor Standards Act (FLSA), Department of Labor (DOL), and applicable state and/or local laws. These employees will generally be paid on an hourly basis.

Exempt

Exempt employees are removed from the minimum wage and overtime legal requirements as they hold specific positions and maintain an annual compensation above mandated limits, as regulated by the Fair Labor Standards Act (FLSA), Department of Labor (DOL), and applicable state and/or local laws. These employees are typically executives, managers, professional administrative staff, or outside sales staff and are generally paid a salary.

Employment Status

Dow Aero, LLC (“Company”) has established several employment statuses that may be used for both non-exempt and exempt employees. Regardless of job status, all employees perform tasks on behalf of the Company and are expected to comply with all Company policies and procedures.

Full-Time

Full-Time employees are regularly scheduled to work for a minimum of thirty (30) hours a week. These employees are compensated by the Company, in accordance with current payroll policies, and will generally be eligible for employee benefits, subject to the terms, conditions, and limitations of each benefit. The Full-Time Equivalent (FTE) value, as regulated by the Affordable Care Act (ACA), is 1.00 per employee within this employment status.

Part-Time

Part-Time employees are regularly scheduled to work less than thirty (30) hours each week. These employees are compensated by the Company, in accordance with current payroll policies, but will generally not be eligible for employee benefits, unless subject to the terms, conditions, and limitations of each benefit. The Full-Time Equivalent (FTE) value, as regulated by the Affordable Care Act (ACA), will vary for each of these employees within this employment status and will depend on the normal number of hours worked, as detailed below:

  • < 15 Hours Per Week = 0.38 Full-Time Equivalent (FTE)

  • < 20 Hours Per Week = 0.50 Full-Time Equivalent (FTE)

  • < 25 Hours Per Week = 0.63 Full-Time Equivalent (FTE)

  • < 30 Hours Per Week = 0.75 Full-Time Equivalent (FTE)

Leased (Full-Time)

Leased (Full-Time) employees, like their full-time counterparts, are regularly scheduled to work for a minimum of thirty (30) hours a week. However, these employees are completing an initial probationary period and are actually employed by a Company approved temporary employment agency. This period generally lasts for around ninety (90) days after their hire date, but the Company, at its discretion, may reduce or extend the initial probationary period with or without notice, and with or without cause. These employees are compensated by their temporary employment agency, in accordance with the agency's current payroll policies. They are not eligible for employee benefits during an initial probationary period. The Full-Time Equivalent (FTE) value, as regulated by the Affordable Care Act (ACA), is 0.00 per employee within this employment status.

Leased (Part-Time)

Leased (Part-Time) employees, like their part-time counterparts, are regularly scheduled to work less than thirty (30) hours a week. However, these employees are completing an initial probationary period and are actually employed by a Company approved temporary employment agency. This period generally lasts for around ninety (90) days after their hire date, but the Company, at its discretion, may reduce or extend the initial probationary period with or without notice, and with or without cause. These employees are compensated by their temporary employment agency, in accordance with the agency's current payroll policies. They are not eligible for employee benefits during an initial probationary period. The Full-Time Equivalent (FTE) value, as regulated by the Affordable Care Act (ACA), is 0.00 per employee within this employment status.

Temporary (Full-Time)

Temporary (Full-Time) employees, a.k.a temps, are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project, and are scheduled to work for a minimum of thirty (30) hours a week. These employees are employed by a Company approved temporary employment agency and are provided an employment period with the Company prior to their hire date. The Company, at it's discretion, may provide these employees an employment period that includes an exact termination date or a general timeframe (such as four (4) months after their hire date). These employees are compensated by their temporary employment agency and in accordance with the agency's current payroll policies. They are not eligible for employee benefits. The Full-Time Equivalent (FTE) value, as regulated by the Affordable Care Act (ACA), is 0.00 per employee within this employment status.

Continuation of employment beyond a designated termination date does not imply a change in employment status.

Temporary (Part-Time)

Temporary (Part-Time) employees, a.k.a temps, are hired as interim replacements to temporarily supplement the workforce, or to assist in the completion of a specific project, and are scheduled to work less than thirty (30) hours a week. These employees are employed by a Company approved temporary employment agency and are provided an employment period with the Company prior to their hire date. The Company, at it's discretion, may provide these employees an employment period that includes an exact termination date or a general timeframe (such as four (4) months after their hire date). These employees are compensated by their temporary employment agency and in accordance with the agency's current payroll policies. They are not eligible for employee benefits. The Full-Time Equivalent (FTE) value, as regulated by the Affordable Care Act (ACA), is 0.00 per employee within this employment status.

Continuation of employment beyond a designated termination date does not imply a change in employment status.

Contractor

Contractors are generally hired to assist in the completion of specific project(s). These employees are actually employed with an organization other than the Company, and are typically provided a contractural period, provided by the Company and their organization prior to their hire date. The Company and their organization, at their discretion, may provide this employee with a contractual period that includes an exact termination date or a general timeframe (such as four (4) months after their hire date). These employees are compensated by their organization and in accordance with the organization's current payroll policies. These employees are not eligible for employee benefits.

Continuation of employment beyond a designated termination date does not imply a change in employment status.

Internship

Internship employees, a.k.a interns, are full-time students and are scheduled to work less than thirty (30) hours a week. These employees are employed by a Company approved temporary employment agency and are provided an employment period with the Company prior to their hire date. The Company, at it's discretion, may provide this employee an employment period that includes an exact termination date or a general timeframe (such as four (4) months after their hire date). These employees are compensated by their temporary employment agency and in accordance with the agency's current payroll policies. They are not eligible for employee benefits.

Continuation of employment beyond a designated termination date does not imply a change in employment status.

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