All appointments to positions in the classified service must be made under one of the official titles as approved in the Pay Plan; must be in pay grade as defined; and must be within that approved range.

Vacant Positions

All regular non-faculty vacancies are posted in the Employment Opportunities Bulletin which is posted weekly. Vacancies must be posted by the Human Resource Services Office for a minimum of five working days before a job offer can be made.

New Positions

All new classified positions which do not appear in the institutional budget, regardless of source of funds, must have prior approval from the Office of the President. A HRM-4 and questionnaire must be submitted in order to create a new position and gain approval.

New Employees

New employees are normally employed at the entry level of the classification to which they are appointed. Any exception must have prior approval by the appropriate Vice President before a job offer is made.


Reclassification is based solely upon significant changes in duties and responsibilities of a position and not the person filling it. In determining the proper classification title assignment, the position is evaluated and analyzed. The Questionnaire should be submitted to the Office of Human Resource Services for review as to the position's relationship to other comparable jobs within the Health Science Center. The position will be reclassified if warranted and the department notified of approval or disapproval. If approved, the Office of Human Resource Services, with the assistance of the standing classification committee, will determine the proper classification, rate of pay, and effective date.


A promotion is a change in duty assignment of an employee from one classification to another classification with a higher salary range. To be considered for a promotion, an employee must meet the minimum qualifications or have clearly demonstrated the ability to perform the duties of that classification.


A change of duty assignments encompassing the same pay grade, level of duties and responsibilities within the same departmental unit or another department within the Health Science Center. No pay increase will be allowed at the time of transfer.


A demotion is a reassignment to a position classification having a lesser level of duties and responsibilities and a lower minimum and/or maximum pay grade. The employee's salary may be reduced to an appropriate level within the new pay grade, as agreed upon by the Department Head and the Executive Director of Human Resource Services/ EEO.

Maximum Rates

In no case may an appointment or change in salary be made above the maximum for the class as approved in the Pay Plan.

Alien Employment

Aliens cannot be employed in any capacity until they have been certified by the Immigration and Naturalization Service as being eligible for employment. Certification must be obtained prior to a job offer. Aliens cannot be processed by the Office of Human Resource Services until certification is granted.

Governing Federal Regulations

As an employer and government contractor, the University of North Texas Health Science Center is subject to the provisions of a number of federal laws and regulations relating to fair employment practices. Principal among these are:

1. THE FAIR LABOR STANDARDS ACT AS AMENDED - The University of North Texas Health Science Center adheres to the provisions of the Fair Labor Standards Act which specifies certain requirements for the institution as an Employer in terms of determining hours worked, minimum pay, and overtime Payment provisions.


Overtime Provisions - The FLSA stipulates that certain employee Groups which meet prescribed tests will be considered to be "exempt" From the overtime provisions of the law based on their administrative, Executive, or professional status. Those employees who do not qualify For the exempt status are considered to be "covered" or "non-exempt" Employees, and the Act provides that such employees must be Compensated at the rate of time and one-half for all time worked in Excess of 40 hours per week. It will be the responsibility of the Department head to record accurately all overtime of "covered" Employees and to report such overtime to the Payroll Department on The prescribed time sheets. Overtime, if required, shall be performed Only upon the recommendation of the immediate supervisor after prior Approval by the appropriate officials. To assist in determining which Positions are covered by the overtime provisions of the Fair Labor Standards Act, the Pay Plan indicates by the letter "N" after each title Those positions which have been determined non-exempt.

If there are any questions pertaining to the interpretation of covered or Exempt positions, please do not hesitate to call Human Resource Services For clarification.

b. Child Labor Provision - Protects young persons who may be employed By establishing a minimum age for employment in non-agricultural Occupations declared hazardous. The employment of minors will be Limited to those who have attained the age of 15 on the date of appointment. Compliance with the provisions of the Fair Labor Standards Act requires a Federal Certificate of Age from the Wage and Hour Office of the U.S. Department of Labor be obtained for all employees in the 15-19 age category. The Act applies to all categories of employees whether in an exempt professional, administrative, or executive status, or in non- Exempt (covered) positions, as these categories are defined in the Act.

2. EQUAL PAY ACT OF 1963 - Stipulates that employees performing Substantially the same work, requiring equal skill, effort and responsibility, And, performing work in similar conditions, must be paid the same rate of Pay, regardless of sex.

3. AGE DISCRIMINATION IN EMPLOYMENT ACT - Specifically protects employees and applicants over 40 by prohibiting employers from refusing or failing to hire, discharging, or otherwise discriminating against them solely because of their age.


EQUAL EMPLOYMENT OPPORTUNITY - The University of North Health Science Center is subject to and complies with the following federal laws in implementing regulations concerning equal employment and affirmative action.

a. Title VII of the Civil Rights Act of 1964, as amended - Stipulates That an employer may not discriminate on the basis of race, religion, color, sex, national origin, or age.

b. Executive Order # 11246 as amended - Prohibits discrimination in Employment and requires both an affirmative action plan to be filed and an affirmative action stance by federal contractors.

c. Rehabilitation Act of 1973, Section 504 - Prohibits discrimination Against any employee or applicant for employment because of physical or mental disabilities in regard to any position for which the employee or applicant is qualified.

5. IMMIGRATION REFORM AND CONTROL ACT OF 1986 - Requires Employers to verify and document the identity and employment eligibility of all new employees.

6. AMERICANS WITH DISABILITES ACT, 1990 - Forbids discrimination Against disabled persons, or those perceived to be disabled. Requires employers to consider whether reasonable accommodation could remove a barrier to an employment opportunity when an individual's disability creates a barrier.

7. CIVIL RIGHTS ACT OF 1991 - Amends numerous federal Civil Rights Laws, including the Civil Rights Act of 1966, 1970, 1971, Title VII, ADEA, and the ADA. The Act expands Title VII and ADA in cases involving intentional discrimination to include compensatory and punitive damages and jury trials. Extends Title VII of the CRA and Title I of the ADA to United States citizens working in foreign countries.

Copies of the above documents are available in the Office of the Executive Director of Human Resource Services/ EEO for review by any interested employee or job applicant.

Should any questions arise concerning applicability of the above federal regulations, or institutional policies, please contact Human Resource Services at 735-2690.

This page last updated 21st Jan 2014